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Why executive search is critical to your hunt for talent. 

If you caught last week’s blog on Executive search vs recruitment: what’s the difference?, you’ll know the key distinction between executive search and recruitment, and the vacancies best suited to each. This week, we’re going one step further, looking at the three main advantages of using an executive search for critical business hires. 

1. Access to the best

With critical business hires crucial to business performance and success, you only want the best. An executive search achieves this by delivering outstanding:


The best person for the job isn’t always the person actively searching job boards and filling out applications. They’re usually too busy performing for a competitor, networking at events or even taking a sabbatical. The “search” in executive search means that the best talent is found, contacted and engaged, regardless of whether they’re actively job seeking or saw your advertisement online. 


To find and place the best talent in a senior position, you need to know more than the job description and Google’s advanced search settings. Executive search partners are highly knowledgeable about leadership fit, job requirements, technical competencies, professional circles and industry standards. They know exactly what to look for and how to look for it. 


Finding senior passive candidates and persuading them to consider an opportunity that they weren’t looking for requires considerable skill. The aim should be to find a perfect match between the role and candidate, and this can be hampered if you don’t have a full understanding of an individual’s current situation, ambitions, motivations, and, of course, remuneration expectations. But an executive search partner isn’t just adept in the art of research and persuasion. They’re both observant and discreet to protect both the candidate and your reputation throughout the entire process.


2. Return on investment

Executive searches are often considered more costly than traditional recruitment methods. While this may be true for junior and easy-to-recruit positions, it is not true for senior hires. 


Hiring for a senior position using traditional recruitment methods can take a significant amount of time as you wait for the right candidate to apply, and interview many unsuitable candidates in the meantime. In contrast, the active search and pre-screening methods of an executive search result in less time wastage and more time onboarding your new hire. 


An executive search isn’t a task; it’s a project. At the beginning of the process, the company, position, requirements, critical role outputs and team are examined in detail, enabling the right candidate to be found. This stage results in critical hires who perform quicker and better. 


And with better performance, comes increased profits. By quickly identifying the right candidate for the role, they can quickly start making a positive difference to your company – returning your recruitment investment.


3. Replicable results

And finally, once you’ve partnered with an executive search company for one critical hire, you can replicate the results for all of your hard-to-recruit positions – dramatically reducing recruitment costs and the negative implications of vacant senior positions. 

If you’d like to know how Omni RMS can help with your next critical business hire, get in touch with the team today.