Executive Recruiting Services | How-to Guides for running your business from Business.com

The race for management brainpower has taken on a new urgency. As a generation of European and American executives prepare to retire, the math suggests that the baby-bust generation simply isn't ready to fill their shoes. As the same time, companies are rushing to go global. New markets will mean new challenges, but not much new talent.

Bottom line: Lots of slots at the top of the org chart competing for a limited number of experienced senior hands. Your company might be used to relying on school contacts or raiding smaller competitors for key positions. Eventually, though, you will need to call in a pro: an executive recruiter.

Covered in this guide:

1. How to hire an executive recruiting service
2. Reviewing compensation before hiring an executive recruiter
3. How to use a contingent management recruiter
4. Specialized executive recruiters by industry

Action Steps
The best contacts and resources to help you get it done

Executive recruiters are people, not Web sites

If you need a steady flow of bodies to fill up a sales or production floor, gigantic job Web sites can be a help. But finding a top executive takes time, patience and, above all, a highly connected executive recruiter.

I recommend: Like with any professional service, you get what you pay for with an executive recruiter. If you need high-end, high-touch attention, consider one of the top executive recruiting and management search firms, such as Russell Reynolds, Heidrick & Struggles, Boyden, Edward W. Kelly & Partners, Korn/Ferry International, and Egon Zehnder International.

Effective executive recruiting requires effective companies

One of the big problems for management executive recruiters companies is the revolving door syndrome. Huge efforts to bring in talent yield results, but then executives walk within a year. Assuming a non-toxic corporate culture, the problem might be money, organization or both.

I recommend: If talent seems to be slipping out as fast as it comes in, time to bring in a human resources consultant to check your pay scale, benefits, and perks. To augment your executive recruiting effort, some well-known HR experts include Watson Wyatt Worldwide, Mercer Human Resource Consulting, Towers Perrin and Hewitt Associates.

Finding a specialized, local or industry specific executive search firm

Small business owners are more likely to rely on personal contacts than an expensive search firm. However, there are dozens of boutique executive search firms that can accommodate lower budgets.

I recommend: Try SearchAlert, a service of the Assocation of Executive Search Consultants. The National Association of Executive Recruiters has a database of its members sortable by industry and geography. You'll find more links and great detail in Susan Heathfield's About.com guide site on Human Resources.

Hiring an executive recruiter on a budget

Although key positions can be sensitive, finding loads of mid-level people can be equally challenging and too pricey for a high-end search firm. Instead, consider a cheaper contingency recruiter.

I recommend: Contingency, as opposed to retained, executive recruiting firms charge only if you decide to hire their candidate. Some contingency firms include Lucas Group, People Connect Staffing, and AccountPros.

Management executive recruiters come in all flavors

Much like job boards on the Web, executive recruiter boutique firms often focus on specific industries. The big-name firms, too, often have "practices" in banking, healthcare, technology and other specific industries.

I recommend: See the listings of specialized executive search firms at the Business.com directory on executive recruiting firms, executive search firms and employment agencies.

Tips & Tactics
Helpful advice for making the most of this Guide

Have a very clear idea of who you want before you hire an executive recruiter. Beyond a job description, you'll need a three-dimensional profile of your ideal hire, or the management recruiter will send you mismatches.
Before you knock on a top search firm's door, be aware that the biggest management recruiters only deal with large companies conducting national or global searches. If the job isn't well over six figures, don't bother.
Remember, a big executive recruiting firm is what is known as "retained" (rather than contingent). You'll pay the executive recruiter if you hire the candidate they bring you or not.

The official source of Executive Recruiting Services is
the Executive Recruiters page at Business.com

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