Wednesday, April 17, 2019
The challenge to attract and retain top talent is consistently identified as the number one pain point of CEOs. The right talent in the right positions that live your corporate culture will have a profound impact on your business. Accomplishing this often starts with retaining an appropriate executive search firm and Consultant.
People often ask for my perspective on how CEOs and Heads of Talent can retain the right executive search firm.
As simple as this may sound, many companies do not do enough due diligence in making their decision to hire an executive search firm. It starts with interviewing your potential executive search Consultant. You should be using a rigorous interview process for competitive analysis, and the result from this analysis will be a strategic and straightforward comparison between Consultants and firms to determine with whom you should be working.
Realizing that there may be multiple firms in the competition to win your business, I thought it would be helpful to share the questions that we think you should be asking before making your final decision on which Consultant and firm to work with.
Questions About Competition:
Questions About Partnership:
Questions About Process:
Questions About Deliverables:
Questions About Measurement:
These interview questions are prepared for your selection committee to let your potential Consultant talk; they are open, they invite a response that will inform you of their experience and challenges faced in the past and the solutions they’ve implemented to excel in executive search.
Our advice is to look for a high-performance firm that offers a Partner assigned to your project and a supportive team behind them. You want to look for a meticulous integration plan for your newly hired executive and ideally, this covers 12-month coaching and consulting program for your new executive hire.
When you find an experienced Consultant and a firm with an offering that combines a data-driven process and global reach, you’ll know you have discovered the right firm.
Bedford has been able to attain a 96% completion rate on searches by using a methodology that includes a four-person team assigned to every search combined with our focus on role-specific leadership competencies aligned to required business outcomes and culture fit. Each of our 60 global offices uses the same methods to provide a consistent experience for our clients.