…..is a much talked about subject particularly in these constrained economic circumstances. It certainly has figured in, perhaps every single client conversation I’ve had in the past several months. Outside of the already compelling reasons around why retained search continues to be the primary mode of recruiting, particularly at the absolute top of the house, here’s why I believe it continues to be even more compelling now:
- There’s an expanded talent pool available. We can do this ourselves: True. The pool’s certainly bigger. But consider this – companies have used the downturn not only as an opportunity to rightsize, but also to clear out the “deadwood”. In a scenario like this, clients need the capabilities of seasoned and committed retained search partners to help sift through the pool. We’ve found that our unparalleled capabilities around 360 degree referencing make us valuable partners to have in making the right choice.
- We have a long list of people who’ve written in directly. We’ll choose from them: True, again. But are they completely relevant to the role? Also, can you be certain that the role that they are asking for isn’t simply a pit-stop for them given the fact that they are on the bench or in difficult circumstances currently. Are you certain that the moment the economy (and the hiring) picks up that they won’t move on to what they really want? Having us assess their motivations has never been as critical.
- We’re hurting. We need to have someone in the seat fast. We don’t need the consultative approach or the process at this time: Absolutely true that you’re hurting. False on the others. Never before has the need for your search partner to be a trusted advisor or ensure a stringent assessment process been greater. It is for a reason that consultants at the best firms are (certainly at mine) highly successful business professionals who can bring the weight of their experiences to benefit you at a time like this. Their deep sectoral and functional knowledge combined with their capabilities in rapidly and effectively assessing a slate of candidates can be invaluable in giving you the insights that have never been more needed than they are today.
Legal disclaimer: The comments expressed in this post are my own points of view and are not (have not been nor will be) endorsed by my family, my employer, my friends, my relatives, my simian ancestors or my future heirs, descendants or whatever or whoever may emerge from any process of natural selection (with due apologies to Mr. Darwin) in any gene pool that I may be a part of or contributor to.
Filed under: Leadership , akhil verma, executive search, India, Leadership, mumbai, recruitment, retained search, spencer stuart, spencerstuart, talent, talent pool
