Article #27
Checklist for selecting a
World Class Search Firm
Some things to consider when
you pick your next search firm.
see article 139
By Dr. John Sullivan, Head and
Professor of Human Resource Management College of Business, San
Francisco State University
Click here to email
Dr. John Sullivan
Click here to see the
rest of our web site.
Click here to go to
Dr. Sullivan's Index
Page
A note to our visitors:
We hope you enjoy the many thought provoking
articles by Dr. John Sullivan. Please to review the rest of our web site
for our solutions to some of the most troublesome HR problems raised by
Dr. John Sullivan.
Thank you for visiting, Gately Consulting
Click here to go to
Dr. Sullivan's Index
Page
Checklist for selecting a
World Class Search Firm
Some things to consider when you pick your next
search firm.
Results of their searches
- The firm has a high past success rate with our company.
- Search firm-placed employees must have higher performance,
performance appraisal scores, promotions, bonuses etc. than employees
from other hiring sources.
- Must be cost-effective (lower cost vs. benefits (lower cost vs.
benefits). than other methods of recruiting .
- The use of this executive search firm must result in a __% higher
overall recruitment and selection success rate than other firms and
strategies.
- Must be able to demonstrate a positive ROI on the use of their
services over those of regular internal recruiters. It's rates do not
exceed industry standards.
- Recruited candidates request lower starting salaries than equally
qualified candidates from other sources.
- Search firm-referred candidates must yield a higher offer acceptance
and a lower turnover rate than the general applicant pool.
- Fulfills __% of searches on time, under budget and within
specifications.
- The overall time to hire must be faster than using our own
recruiters.
- Must have verifiable track record of successfully locating and
placing qualified candidates for this position with other benchmark
firms (our competitors?).
- In a "side by side" search they provide the best candidates
in the allotted time period.
Quality of their database
- Must be able to prove (quantify) to us that they have the "best"
(qualified) recruitment database for our position.
- The firms data base must contain qualified candidates that we have
not identified.
- Must have a diverse data base that will provide us with a minimum of
__% diverse referrals. Does their database contain candidates from
geographic regions where we have offices / needs?
- Do they have an international database and capabilities?
- How old / dated are the resumes in their database. Is it continually
updated?
- Does the database include "non-active" job seekers?
Superstars? Soon to be superstars? And lesser known superstars?
- Search firm-provided employees must demonstrate a lower turnover rate
as compared to those hired through other sources (a ___% retention rate
for the 1st year).
- Search firm must be able to demonstrate that it has wide industry
contacts and candidates from our targeted benchmark firms.
- Must provide "pre-screened" candidates that result in a __%
or less of rejection rate of unqualified" candidates in our
searches.
Processes and services
- Use of the search firm must reduce time spent by the our executives
and internal recruiter on each requisition.
- Must assign the best (specified) search consultant or consultant team
to our account.
- The firm has a worldwide data base and the capability to recruit in
all countries that we have offices and needs.
- Must show that their recruitment and sourcing methods and practices
are the most advanced available, and are reliable, and valid.
- Search firm must demonstrate a working knowledge of our culture and
placements must fit into our corporate culture more rapidly than the
norm.
- The search firm must utilize the best state-of-the-art technology
available (on-line databases, Web tools, Extranets etc.)
- The search firm has done a "dry run" (snapshot) search and
it's results are superior to our own efforts and those of other firms.
- Search firm must demonstrate that they can anticipate and identify
potential recruiting and hiring problems (and their solutions).
- The search consultant teaches us how to "do it better ourselves"
as well as placing candidates.
- They practice "relationship recruiting" over an extended
periods of time with potential candidates. This means that candidates
are assessed over a period of time and that their "real" needs
are known to the recruiter.
- Do they offer a guarantee? How often has it been necessary?
- Do they have a "no raid or poach" policy and a track record
to back it up?
- Is the firm retained or contingent? Are they ranked or rated near the
top of their field.
- Firm has "instant / emergency" search capability.
- Has the firm done a sufficient volume of recent searches for this job
to demonstrate their current competency?
- During candidate assessment, the firm must use weights for our
required competencies and rate the candidates using numbers.
- Must provide an accurate candidate assessment score similar to ours.
- They demonstrate that they provide immediate follow-up and feedback
after meetings and interviews.
- They have a local office or are in "town" on a regular
basis.
Customer service and responsiveness
- Must provide accurate and timely candidate synopsis / summaries and
consistent evaluations. Candidate profiles must include accurate
assessments of their needs and decision criteria.
- Firm response time and customer satisfaction rate exceeds the
industry average, even during busy and off-cycle periods.
- Search firm must be capable of rapidly adjusting and modifying its
procedures to meet our changing needs. They know our business,
competitors, products and customers.
- The search firm listens to our needs and are flexible and willing to
readjust procedures if our business needs require it.
- Will the recruiter maintain a relationship with our firm after the
placement to ensure the success of the placement. Placed candidates have
a high (__%) satisfaction rate with the search firm and the recruiter.
- Must demonstrate a rapid response time and a record of immediate
follow-up and feedback to our requests.
- Use of the search firm must reduce the time spent by the internal
recruiter and the line manager on each requisition.
- Search firm must verify that each candidate has not previously
applied to our firm (thereby eliminating disputes over whether a fee is
owed by our firm).
- Their firm has a low turnover rate for it's search consultants.
- Our managers rate the quality of the service and candidates provided
as excellent.
Legal issues, values and ethics
- The firm has an exceptional track record in privacy / confidentiality
and conflict of interest matters.
- Must have a track record of professional representation of clients in
such a way to attract the top candidates and to protect our reputation.
- Does the firm / recruiter have a history of attempting to "go
around" / or circumventing HR and dealing directly with line
management?
- Must have a zero complaint rate for adherence to applicable Federal
and state employment laws. (ADA, EEOC, Title VII etc.)
- Sourcing / pre-screening methods must guarantee/ demonstrate no
adverse impact. Or no disparate treatment.
- Must have a recent proven track record in our industry ( positive
references (__% or above) at our benchmark firms) of adherence to high
ethical standards (NAER / AESC).
- The percentage of lawsuits and complaints must be below our internal
rates.
- Must use best available objective system to assess KSA's and to
ensure only valid "knockout factors" are utilized.
- The executive search firm must demonstrate a working knowledge and
adherence with our corporate values and culture. They should also know
our business needs.
© November, 1998
by Dr. John Sullivan
Click here
to email Dr. Sullivan
Head and Professor of Human Resource Management
College of Business, San Francisco State University
Click here to go to
Dr. Sullivan's Index
Page
-- end of page --