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intensive recruiting program which is executed utilizing knowledgeable third-party sourcing.
The critical difference in the retained search methodology is that it focuses on the correct market segment - that is, the highly productive contributors who are not in an active job change program and are being recognized by their current employers for their ability to generate results. Executive search consultants develop these highly capable people into candidates, a more complicated task than simply providing a distribution mechanism to introduce individuals who have a stated interest in a new job.
As the client's personal representative, the executive search consultant identifies the most highly regarded practitioners, gains their confidence and, with insight into their motivations, guides them to a sincere interest in the client's position. This pro-active recruiting process is carried out by highly experienced consultants who are skilled interviewers and who believe in the power of the reference process to assure the correct match of candidate with client need. They also provide recruiting process consulting advice to their client organization on interviewing, recruiting tactics and compensation.
Clients develop a partnership with their recruiter who brings to them not only significant past experience, but objectivity which can extend the efficiency of the process itself. Most importantly, the goals of the executive recruiter and the client are perfectly aligned. Owners and practitioners in retained search are not heavily commissioned and are quality performance driven. They have an absolute obligation to maximize the return on the client's investment.
A team-based partnership allows both the client and the recruiter to be responsive to redirection ideas when changes in an assignment's focus are required. Frequently, a wide range
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