When a third-party agency is recruited to search applicants for a specific position within a corporation, the phrases are sometimes used interchangeably. Nonetheless, there are a number of important distinctions between the services provided by recruiting agencies and executive search firms.
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Companies need to be fully aware of these distinctions in order to choose which will yield the greatest results for their next search.
Entry & Mid-Level Roles vs Senior Level Roles
The seniority level of the positions is one of the primary distinctions. Executive search firms concentrate on hard-to-fill positions or those requiring a particular skill set, as well as senior-level roles (C-suite, VP, Director, Boards). These senior-level roles are essential to the business because they provide leadership within the organization and the special skills needed to carry out daily operations and long-term planning.
Regarding COVID-19, companies are trying to identify business vital functions by realigning their organizational structures. Executive search companies may help the selection committee define these goals and determine which talents are necessary vs desirable early in the recruiting process by taking on a strategic role. As a result, companies may choose from a larger pool of individuals.
On the other hand, recruiting firms usually fill entry-level and mid-level roles with more generic applicants who meet the job description without needing a hard-to-find specialized skill set. Usually, there is a sizable pool of competent applicants with the necessary abilities to do a certain assignment.
Identifying Active versus Passive Candidates
The second distinction, which is crucial in evaluating whether you want the services of an executive search company or recruiting agency, is the kind of applicant you want to draw in for the position: an active or passive job seeker. Executive search consultants regularly look for passive candidates—those who would not have known about a new job without direct interaction or who are not actively looking for a new career. Conversely, employment agencies usually make use of a database of past applicants who are actively seeking new employment.
Most of the time in executive searches, the chosen applicant is not a job seeker who has just applied for jobs. Every search aims to find suitable applicants who meet the requirements of the position. The next stage is to get in touch with these applicants and persuade them to think about the particular position. In order to determine whether an interested applicant is a good fit for the position and the company, search companies use a customized strategy that involves strategic interactions.
On the other hand, applicants are often found through job adverts or through a database of people who have submitted their resumes and are actively looking for a new employment. In order to reach as many job seekers as possible, the role will be posted to job boards, job advertising will be created using a wide marketing strategy, and skills will be matched to job descriptions.
Contingent versus retained search
The conditions of payment for the services provided are another distinction that should be noted. Executive search businesses fall under the category of retained search, which necessitates an upfront payment or a portion of it in order to carry out the search. Selecting an executive search company you can trust to carry out the work is crucial, or else there’s a chance you’ll get a portion of the fee without receiving a job offer. Retained companies only focus on the hiring process on behalf of their clients, and they promise to follow through to put qualified individuals with the appropriate companies.
A contingent recruiter is paid only once a candidate is hired by the organization. It becomes clear that the goal is to fast fill the position in order to realize income on projects. The danger with contingent hiring is that because placement is the main priority, candidates could not get the thorough screening necessary to guarantee a good fit with a company. Because contingent firms are paid only once a candidate is placed, they serve the interests of both the recruiting client and the candidate.
Contingent search companies are more likely to be shopping candidates around to make a placement and spending less time screening them because of the unexpected surge of applicants brought on by COVID-19. This is because employer demand may be high when rehiring opens.
Furthermore, because of the economic uncertainty that follows COVID-19, passive job searchers will need a more compelling reason to think about making a move. This is where the experience of an executive search agency may be very useful.
Working with numerous firms as opposed to exclusivity
When a company engages in retained executive search, it searches exclusively for the position. In order to discover their next senior level executive, the company that hires an executive search firm therefore forms a real collaboration with one firm in order to guarantee that the latter fully understands the organization and recruiting needs of the former.
Because contingent hiring is typically done on a non-exclusive basis, other agencies are competing to fill the position. This fast-paced method of placing people is one of the reasons the business occasionally has the image of just tossing resumes against a wall. If candidates who appear acceptable are sent forward, it may lead to the recommendation of those who haven’t been thoroughly screened and need further investigation by the hiring manager of the organization.
Long-term assurances as opposed to none or short-term assurances
Every hire in the present context is susceptible to failure. That’s the reason assurances are so crucial. Clients ought to gauge their search partners’ level of dedication to standing behind their work. Typically, executive search firms provide guarantees of six to twelve months. This means that if the candidate departs or is unsuitable for any reason, the customer will not incur any more costs since the executive search agency will find a replacement. Because of this, top executive search firms in the business use executive coaching to guarantee that each hired candidate performs to the highest level, facilitating success and optimizing return on investment for their clients.
With contingent recruiting companies, the placement promise is usually either nonexistent or only good for three months. In this case, there is a greater chance of failure as the placement transaction is prioritized over guaranteeing the applicants’ success.
Privacy
Confidentiality is crucial when it comes to executive searches. It’s critical to keep discussions regarding new roles under wraps when top candidates are involved. If necessary, secrecy is also available to the real employer, who may be trying to find a replacement for an existing employee. Overall, the procedure is quite private.
In an effort to secure placements, recruitment firms frequently send out applicant resumes to a variety of businesses and other parties. Both companies and applicants may end up wasting a great deal of time as a result of this.
When is it better to use a recruiting agency or an executive search firm?
For top level positions essential to the company’s performance, executive search offers an answer. Executive search companies may be a useful resource in locating and persuading top quartile potential candidates to migrate if a deep specialized or uncommon skill set is required. With thorough screening and post-placement support, the emphasis is on guaranteeing the success of the individuals placed and their appropriate match.
When bridging a talent need rather than guaranteeing a significant hiring, recruitment firms are more appropriate for non-executive roles. Additionally, in situations where you need to recruit someone in a few days, they are better equipped to perform tasks that are needed right away.
Concluding remarks
By being aware of the distinctions between recruiting agencies and executive search firms, you may make the best possible choice for your search to increase its chances of success.
