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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