Insight Blog

Why Engage an Executive Search Firm

Organizations engage an executive search firm to help fill an open position in a variety of situations. In 2021 and 2022, the clients within Helbling’s three focus areas—architecture, engineering, and construction; facilities management; and real estate development—retained us with hiring needs stemming from the following.

Reasons for Helbling's Retained Executive Searches in 2021 and 2022

Newly Created Role – A new role created by the organization needs to be filled
Retirement – A person in the position has or is planning to retire
Replacement – A person involuntarily left the position
Resignation – A person voluntarily left the position
Reorganization – A role emerged due to organizational restructuring
Vacancy – The position has been vacant for at least three months
 

Client feedback has shown that external search consultants are able to:

• Generate better results in less time.
• Assist in recruiting for very specific, highly specialized roles and in a competitive talent market.
• Act as an extension of the client’s internal team and collaborate on search efforts.
• Understand the organization’s needs and how they align with candidates’ qualifications as well as convey the position’s importance in relation to strategic goals.
• Utilize their reputation, network, industry contacts, and other resources to identify otherwise-unattainable candidates.
• Proactively reach out to candidates who may not have considered a new opportunity and who an organization cannot reach through traditional methods.
• Explain a newly created role to candidates and identify those who would be willing to navigate uncharted territory and embrace the opportunity.
• Thoroughly screen all candidates to save clients the time and effort of weeding out the unqualified.
• Produce strong, diverse, and highly qualified applicants from different backgrounds.
• Provide candidates who are properly vetted for technical expertise as well as cultural fit.
• Present candidate packets that are thorough, clear, and paint a portrait of the prospect's work history and future engagement as a member of the team.
• Provide critical insight into candidates’ abilities and motivations and clearly convey why each candidate is being considered.
• Help develop a comprehensive and thoughtful set of interview questions and provide intelligence about the interview process.
• Move a search along effectively and efficiently while helping the internal team to remain focused.
• Offer sound professional advice throughout the search process and guide organizations in making hiring decisions based on insight and vast experience.
• Act as a liaison between clients and candidates and help "close the deal" with the perfect candidate.
• Secure new hires who not only perform but are enthusiastic about their roles.
• Help new hires adapt by remaining engaged through the orientation process.
• Follow through after the hire to ensure that the client organization and the candidate are successful.

What to Consider Before Engaging an Executive Search Firm

Suggested Questions

• How long have they been in business?
• Do they specialize in your industry or type of organization?
• Do they specialize in identifying and securing professionals for the function and at the level of the open role?
• Are they familiar with your organization and the markets it serves?
• Do they have the ability to provide insight into market conditions and the pool of potential candidates?

• Do they operate on a retained or contingency basis?
• What are their standard fees?
• How many team members will be working on your search?
• Do they have experience managing confidential searches, if applicable?
• Have they represented organizations you consider competitors, and, if so, are there any restrictions that prevent them from recruiting candidates from those organizations?
• Do they offer a guarantee once a candidate is hired, and how is it defined?
• Do they have client and candidate references you can contact?

• How do they generate candidates?
• How do they market your employment opportunity to candidates?
• How do they qualify candidates?
• What details and insight about submitted candidates will they share with you?
• How will they manage the interview process?
• Will they conduct references checks on candidates and provide written feedback?
• Will they conduct background and employment checks on final candidates prior to an offer being extended?
• Will they assist with compensation discussions and negotiations?
• Do they follow up with you after the secured individual begins employment?