The Hidden Cost of Bringing Executive Search Inside

Some corporations are questioning their decision to bring executive search inside. Over the past few years, more large Fortune 500 corporations with a steady flow of executive searches have implemented the executive search function. They have created in-house executive search firms —  teams that typically are led by former retained search partners. Not to be left behind, mid-sized and small companies have been conducting more executive searches themselves. While they lack the volume to justify standing up an internal executive recruiting team, a growing number of smaller companies simply task internal recruiters to fill executive openings as they arise. However, there is trouble in paradise. While the internal executive search teams have delivered huge savings in executive search fees, there is a discovered a troubling downside they were not prepared to see — an hidden opportunity cost.

photo to illustrate the hidden cost of corporate executive search teams

The Opportunity Cost of Internal Executive Search Teams

This year, several CEOs and C-level executives have confided that in the rush to bring executive search inside, something was lost along the way.  Senior-level talent acquisition now feels disconnected from strategy. Worse, it  lacks a competitive advantage. Corporate executive recruiting teams are simply too busy with the day-to-day to do more strategic work.  In fact, many newly-minted executive recruiting  teams lack the budget for research and other resources that their colleagues on the retained search firm side enjoy.

Making matters worse,  the technologies and solutions that were supposed to make executive recruiting easier have, in many ways, made it more complicated. As a result, while the benefits of  internal executive search teams are many,  all too often corporate executive recruiters are too overstretched to recruit strategically. There simply are not enough hours in the day. Despite the best of intentions and Herculean efforts on the part of corporate executive recruiters, executive search quality is starting to suffer and, along with it, the quality of the candidates hired.

Common Corporate Executive Search Team Challenges:

  • We know we should passive candidates, but we lack the bandwidth.
  • I have no time to conduct candidate research at work. I squeeze it in on nights and weekends.
  • We lack the tools and expertise to develop meaningful intelligence about candidates.
  • Our recruiting research and sourcing is so 1.0. We’re drowning in data.
  • Social media has multiplied our communications exponentially, creating more work for everyone.
  • LinkedIn is getting too expensive and is not the solution we thought it would be.
  • Our applicant tracking systems (ATS) does not have a place to put passive candidates.
  • With everything else that I do, I can’t take on an important executive search.
  • Our passive candidate database is a pain. It is hard to get data in and data out.
  • Building progress reports  for internal clients incredibly time-consuming.

The Reason Internal Executive Recruiting Teams Must Change

Senior hiring executives in media and technology are growing restless for a reason. Business is picking up and so too is hiring.  As demand increases, hiring top executive and digital talent is becoming harder for internal executive recruiting teams to do. That drag on talent acquisition represents a serious risk to the bottom line.  When positions languish unfilled, companies start hemorrhaging  revenues, opportunities, clients, and morale.  That’s the reason several clients in advertising, media, and technology are hitting the “Reset” button.  Now that executive search has moved inside and the dust has settled, companies are doing what they can to hidden cost of corporate executive search to improve their ROI.

To take corporate executive recruiting to a new level, the heads of executive search teams are bringing in vendors that offer 2 things.  First, their services must be  tailored to the unique needs of corporate executive search teams. Second, they must offer expertise that they lack in-house. In our case, Intellerati offers those teams deep data investigative expertise that they cannot find in the recruiting industry. That is what gives Intellerati, and in turn our clients, a competitive advantage. You cannot gain an edge by recruiting the same way your competitors do. The competitive advantage comes from recruiting differently. Consequently, an effective strategy for innovation and gaining the upperhand is by applying techniques and methods from other industries. In doing so, you create that competitive difference.

The Steps to Corporate Executive Search 2.0

Making executive search better isn’t always easy. But it isn’t rocket science. The secret lies in making search smarter. Since research is the execution engine of passive candidate recruitment –you need expert executive search research. Recruiting research that is infused with intelligence.  That kind of research takes a worker  Internet sourcing. Name Gen. Org charts. Talent mapping. Talent Pipelines. Those techniques are Recruiting Research 1.0.

 

They I’m When we partner with internal executive search teams, we usually start with basic blocking and tackling. We help our clients move from reactive to proactive mode, freeing them up to do more strategic work. We identify, develop, and hand-off viable candidates to our clients who, in turn, usher those candidates through to hire. Every step of the way, harness the power of intelligence. That is how you take corporate executive search to the next level.

In other words, now that internal executive recruiting teams are in place, saving on search fees is not enough. In fact, senior executives now worry that those savings do not justify the price that is being paid from a strategic disconnect. Companies that  implemented internal executive search teams unwittingly gave something up by following that trend.  The Upper Hand. When you recruit senior executives the same way as one’s competitors, you have eliminated  any edge you had to compete against them. The only way to gain a competitive advantage in executive search is by recruiting differently.  Lately, in partnership with our clients, Intellerati is that “something different”.

The Hidden Cost of Corporate Executive Search was last modified: December 31st, 2015 by Krista Bradford
Share This