The study compared the effectiveness of using executive search consultants versus advertising to fill executive positions. It found that consultants scored much higher, with 18 points, compared to only 2 points for advertising. Consultants provided benefits like paying only for successful hires, controlling the process, targeting specific industries and roles, pre-interview screening, and replacement support. Their process involved in-depth understanding of the role, research, identifying and attracting passive candidates, and managing perceptions throughout. Key factors examined were efficacy, cost-benefit, range, confidentiality, and brand management. The target companies for the study were several major global banks and financial institutions.

1. CASE STUDY: ADVERTISING VS. EXECUTIVE SEARCH
Objective: To understand the benefits of empanelling Executive Staffing Consultants vis-a-vis publishing
advertisements
Findings of the study: The Consultant scored 18 points compared to 2 points scored by Mass Media /
Advertisement / Portals.
FINAL SCORE CARD:
Sr.
Activity Consultant Advertisement Consultant Advertisement
No.
Score Score
1 Speed to find Yes No 1
2 Payment only on success Yes No 1
3 Process Controlled by Client Yes No 1
Multiple channels to attract
4 Yes No 1
talent
5 Mapping Industry Yes No 1
6 Referencing & Target Search Yes No 1
7 Sharp Target Audience Yes No 1
8 High Opportunity Cost No Yes 1
9 Large Database Yes Yes 1 1
10 Huge usable database Yes No 1
11 Branding Yes Yes 1 1
12 Brand Enhancing Yes No 1
13 Perception Management Yes No 1
14 Pre-Interview Screening Yes No 1
15 Dropouts & Back Offs No Yes 1
16 Support to the End Yes No 1
17 Replacement Yes No 1
18 Confidentiality of position Yes No 1
TOTAL SCORE 18 2
MODUS OPERANDI OF STUDY
Consulting Process:

2. • Understanding the job beyond its Job Description
• Making a detailed Job Description and Job Specification along with Key Defining Parameters (Performance
Meter)
• Market Intelligence with regard to employee relations, compensation, skill set, etc including rumor mill
feedback.
• Research on Industry, Company, Peer level enterprises
• Internet / Online search through various specialized portals apart from Naukri, Monster, etc.
• Mapping all the key participants in the industry or related to the position, including one above and one below
levels to establish hierarchy
• “Cherry-Picking” the "right" incumbents
• Creating Awareness especially among passive high potential performers.
• Candidate Excitement Generation & Involvement
• Perception Management & Brand Enhancement
• References – 360 degree Informal check before the job is offered
• References – Formal check after the job is offered
• Assistance in Compensation – Understanding, Designing & Negotiation
• Indemnify replacement
Key Parameters of study:
• Efficacy
• Cost / Benefit ratio
• Range / coverage
• Confidentiality
• Focal Point connect
• Excitement & Involvement
• Brand Management
• Peripheral Operative / Data Support
Target Companies:
Leading Japanese Investment bank Global Major Bank
Leading Global Investment bank India’s leading financial Institution
Amongst the oldest India’s fastest growing bank
Leading Private Equity Player World’s leading bank