Business Panorama And The Executive Search Trade
Get, Keep, Grow has been the chanting mantra of Human Resources philosophy. Getting good people as the ubiquitous first step hardly needs emphasizing. The Executive Search function has been to the quick rescue of the Hiring Manager in organizations. However as a specialised industry born as an offshoot of management consultancy, the Executive Search industry has had its own share of bouquets and brickbats. During times of cost-cutting and renewal firms have often turned to internal recruiting. Technology too has served as the abettor here, pushing talent pool closer to the firms. Thus, mandates often shrink and get limited to only critical leadership hiring. To begin with the task of an Executive Search executive is not an easy one. The search executive as to sift through huge piles of resumes, keeping in mind that the task they are entrusted with is to select the best talent rather than what is just available. Unemployed candidates often form a bulk of the response and it takes time to be assured of the capacity index. Still if we compare internal hiring with third party hiring, the extensive process adopted by Top executive search firms ensures that the best talent is sent for the firms’ perusal. Not only that the personality testing section of the hiring process ensures that personality-job fit is captured.
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