Building In-House Executive Search Capability
•Download as PPT, PDF•
2 likes•3,141 views
A hot topic amongst talent managers is “How do I build in-house executive search capability?” Companies who have achieved this report not only cost-savings, but improvements in time-to-hire and talent retention. However, very few firms have successfully built in-house capabilities – and it’s not as straightforward as some would lead you to believe. In this 30 minute webinar, Stephen Buchanan explores issues around building an in-house executive search team: • Why build an in-house executive search team? • Hiring in the right skills and experience • Processes and systems • Pitfalls to avoid • Getting buy-in from internal stakeholders • Return on investment
Recommended
Recommended
More Related Content
What's hot
What's hot (20)
Viewers also liked
Similar to Building In-House Executive Search Capability
Similar to Building In-House Executive Search Capability (20)
Recently uploaded
Recently uploaded (20)
Building In-House Executive Search Capability
- 1. Building an In-House Executive Search Capability Stephen Buchanan Managing Director, Research Europe Ltd 11th December 2013
- 2. Motivation Cost Speed Quality Retention Cost should not be the only reason
- 3. Define what you mean by “executive search” When do you use executive search? Salary level? Grading within the business? Why do you need to do this?
- 4. The Search Process Stage 1 – briefing with line manager /internal client Stage 6 – approaching potential candidates Stage 7 – initial qualification of suitability & interest (phone screen) Stage 12 – candidate induction Stage 2 – produce job brief Stage 5 – networking in the market for referrals/informal referencing Stage 3 – research company target list Stage 4 – identify potential candidates (phone research, LinkedIn, etc) Stage 8 – internal interviews (round #1) Stage 9 – internal interviews (round #2) Stage 11 – candidate management through to start date Stage 10 – job offer negotiation
- 5. Hire the right people Researchers who can map markets and proactively network Consultants who can manage candidates Not just about looking on LinkedIn! Salaries Key skills: Analytical Proactive Credible at senior level Able to project/ process manage You don’t need lots of people! PwC UK RBS
- 6. Internal Executive Search Models Internal function (cost centre) Internal Agency (profit centre) Outsourced Research
- 7. Internal Function – Cost Centre Talent Director etc BUSINESS BUSINESS Lead Consultant Consultant/Researcher Consultant/Researcher Consultant/Researcher etc
- 8. Internal Function – Profit Centre BUSINESS BUSINESS Talent Director etc £££ Lead Consultant Consultant/Researcher Consultant/Researcher Consultant/Researcher etc
- 9. Internal Function – Outsource Research BUSINESS BUSINESS Talent Director etc Lead Consultant Freelance Researcher Freelance Researcher Research Firm etc
- 11. Get buy-in at senior level Executives have their own headhunter friends Build your internal network Internal communications & PR Spread the good news!
- 12. Third-party support Executive research firms Freelance researchers Information: Executive Research Association UK Recruiter http://www.theera.org/ http://ukrecruiter.co.uk/
- 13. Community You are not alone! Communities, e.g. FIRM (Forum for In-house Recruitment Managers) http://www.thefirm-network.com/