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We use the term Executive Search alongside our name but in the current age what does that mean?

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Not so long ago “big” jobs [typically salaried at £150k+] were resourced through proactive search or headhunting and the myths of consultants and their “little black book” containing names of the select few abounded.

Middle to senior management jobs were typically resourced through advertising or, as it was fashionably known, executive selection. The appointments page in The Sunday Times and Daily Telegraph [and Financial Times for accountancy] were burgeoning with jobs. For consultancies, advertising a job for a client became a subliminal form of self-promotion!

The main way for a company to find middle management staff still sees many working with a number of agencies and asking them to trawl through their databases to see who they have “on their books”. This is still termed file search and remains an anathema to executive search consultants whose preference is to be engaged on a retained rather than success only basis.

Whilst recruitment methodologies remain the same it is their application that has altered. It makes sense to advertise a chief executive role at £150k if core skill sets supersede a requirement for matching industry sector experience. Why? A larger potential candidate population can be accessed by an advertisement.

At the opposite end of the seniority spectrum faced with a need to recruit, for example, a specialist materials buyer then it makes sense to target a finite, identifiable candidate population through search. This is as opposed to placing an advertisement in the hope that suitable candidates see it, read it and apply.

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Nevard Roland Executive Search provides effective recruitment solutions for our clients. We apply traditional methodologies either separately or in unison and almost without exception on a retained basis. For more details, contact us now. Our team serves clients across the UK.