Post on 26-Mar-2015
transcript
Building Internal
Executive Search Teams28th February 2013
Stephen Buchanan
Managing Director
Research Europe Ltd
What distinguishes executive search?
Seniority?
Proactive?
Passive candidates?
Top talent?
Research
Context
25% of Fortune 500 companies now have in-house executive search
e.g. Hilton, Pepsi, Campbell’s Soup
Time Warner claims savings of over $100 million since 2003!
Early movers in UK market: e.g. AstraZeneca, Asda, RBS
Motivations: • Cost • Speed & volume• Developing a integrated talent strategy
Challenges
Skills, training & systems
Limitations of social media & advertising
Lack of intermediary
Volume
Buy-in from senior management
Skills needed
Research & talent mapping
Sourcing & informal referencing
Engaging & influencing passive candidates
In-depth qualifying
Negotiating offers
Project management
Considerations
Do you have an attractive brand?
Enough volume?
Is there real buy-in at senior level?
Can you hire people with re/search experience?
Salaries and incentives?
Systems and processes? Project management? Database?
Third party providersSearch firms
Research firms
Both
Industry expertiseAdvisory/ consultativeStrong intermediary
High feesInflexible fee structuresPerceived as ‘slow’
SkillsFlexibilityLower costsMultiple hires
Typically more ‘generalist’Less able to act as broker in salary negotiations
Give external perspective3rd party advocates
Deliver confidential hiresCan be more ruthless
Choosing a research partner
Research skills?
International reach?
Sector/ functional experience?
Seniority?
Cost
Summary
Get buy-in from internal stakeholders
Hire in the right skills
Put in structures, processes and systems
Find good research partners
1 Heddon Street, London W1B 4BD
+44 (0)20 7470 7297
stephen@researcheurope.co.uk
Skype: sbuchanan202
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