We are asked all the time by prospective client companies, what questions should I ask you? So thought it helpful to share some key questions to use when interviewing a retained executive search firm to fill a key role in your organization.
The first key point that is important to understand prior to addressing the 3 key questions is retained executive search consulting and contingent recruiting are often thought of interchangeably, however, they are completely different professions and the methodology used by each is very different.
The first question to ask, is what type of executive search firm are you? Do you conduct retained or contingent search?
Retained Executive Search is a specialty within the field of management consulting. Consultants are retained exclusively and in an advisory capacity. While contingent recruiters primary focus is presenting candidates, retained executive search consultants consult/advise executive leadership, assess an organization and its culture, and integrate new leadership for success and retention, in addition to providing potential talent. If you are seeking only candidates, than retained executive search may not be the right fit. If you think your organization can benefit from a strong executive search consultant who can assist in understanding the key needs of an organization and advise the executive team on the process, in addition to presenting talent, than retained executive search is a good fit.
The second question to ask is the level of position and compensation range that the retained executive search firm specializes in. Make sure that the role that you are attempting to fill falls within the range of expertise of the retained executive search firm that you are interviewing. If you are seeking to fill a manager level role below $100K/year, you are probably more compatible with a direct hire/contingent recruiter.
The third question to ask, is the methodology that a retained search firm uses to conduct a search? A contingent recruiter, typically runs a search in a pre-existing database and provides pre-sourced active candidates to fit your open position as closely as possible. Given the fact that the pre-sourced talent were not sourced specifically for your organization, the chance of a down the line match is slim, not to mention a culture fit, which is even slimmer. Retained search firms begin with the job description, culture, objectives of the role and how this role will position the organization for success, prior to beginning a search. A great retained search then begins with research, leading to a passive talent map. This talent map is then vetted, not only to find the right set of experience but also to find the right culture fit.
Additional questions that we have detailed in previous blog posts are highlighted below for additional reference.
How much does it cost? For further detail in our blog titled “Understanding the Different Types of Executive Search”
What are the advantages of using a retained search firm? Further detail in our blog titled “9 Advantages to Using a Retained Executive Search Firm”
More questions, connect with us. connect@hagerexecutivesearch.com