An executive search firm is an online or otherwise professional company that attracts, hires and develops people as leaders for the purpose of holding responsible positions in organizations and enterprises. Specifically for positions where the job involves planning and taking action on employer’s behalf. An organization or company hires the firm, not the potential candidate for employment. Executive Search Firms in New Orleans has some nice tips on this. Candidates are headhunted by the executive search company based on identifying them as suitable for such a potential position, qualified to do that position and able to provide a suitably aligned verbal or written presentation regarding their suitability for the position concerned.
Some of the most important activities that an executive search requires is to determine the match element of the prospective applicant to a specific role. It is important that this search is carried out in an efficient manner, saves time and can identify key aspects of suitability such as qualifications , experience and leading ability.
Usually, the firm will contact potential candidates via telephone, which may have been the result of recommendations given to the firm by a third party within their company or other agency. The best firms tend to include hard work in their tasks of identifying and reviewing their potential contact lists to get started on any given new search quickly and to be able to line up potential candidates promptly. The company will also use analysis methods to identify applicants that might also be employed in the field by other firms, and the position open to their client. In fact, these companies have found that the best applicants have come to them from people who may themselves be potential candidates for the same job, but may not presently pursue further jobs for personal or other reasons.
When it comes to telephone calls to prospective applicants, executive search companies practice similar etiquette in that they have a lot of respect and will mention the person’s name for possible searches if that person would recommend someone else for the job. Ultimately, the result may be that the firm will return to that same referee in future searches and end up becoming that person a candidate for another position.
Most search companies use searches which are maintained and dependent. Contingent searches are described as a fee-based quest that is only obtained by finding and presenting to a client a potential candidate, or headhunting. The hunt is not about finding the right match but rather about having a wide variety of customer applicants to choose from. This may or may not be contractual in nature, and the fees may be based on the salary a hired candidate earns from the first year. In addition, the client is not tied to one particular executive recruitment company , giving the client greater flexibility, applicant selection and eventually greater effort to find the best person for their job position. It should be noted that this is not considered to be the ideal form of search with executive positions. Retained searches, as defined by the client, are defined as a more structured and contract search for specific candidates that fit the criteria for a particular job position. Clients are typically bound by contract to use only the executive recruitment firm they have appointed to the task, and the client focuses the recruitment on specifically defined work preferences, job experiences and skills sets. This method of quest produces repeated contracts from each customer, in general.
Executive search firms are specifically designed to help varied employers or clients search for high-level or above-employment candidates that suit the specific needs of their jobs. Searches may include networking with people in similar roles for possible leads and most of them are performed on retention, looking for well defined role characteristics as opposed to more random headhunting.