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Founded in 2012, the firm serves a diverse client base that ranges from small family-run operations to Fortune 500 companies. In its efforts to disrupt the industry, the firm advises clients to look harder at how their search firms go about their work, and challenge them to do better. Here’s their six perceptive insights:
1. ‘Slap-the-logo On It’ Posts
Frequently, we points out, a business will create a job specification, then bring in a search firm that does little more than take that description, add its own logo, and post it. “Simply changing the label on the packaging adds zero to the recruitment process,” said the search firm. “Candidates lose excitement to apply when they see a staffing company’s name on the job ad. They know they will have to go through a middleman instead of going directly to the company.” Bottom line: Be sure this is not the primary practice you are paying top dollar for when hiring a search firm.
we Leadership Partners, which focuses on searches for the non-profit sector, views the job description, or ‘position profile’ as they call it, a critical external marketing document that introduces the job opening to the market and reflects its client’s brand. “We spend a great deal of time ensuring that the document offers insight into not just the role itself but the organizational mission and culture.”
“I often talk with clients about how to differentiate between a position profile, which is an external marketing document, and a job description, which is an internal document that captures all aspects of a particular role and should be used as part of the performance management process.” An external position profile does not need to include a laundry list of tasks and responsibilities, she noted, but it should provide a concise overview of the organization and the role “and compel a candidate to want to learn more.”
2. Off-Limits Agreements
