Executive Search Vs. Traditional Recruitment: The Difference

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What's Inside?

In this guide, you'll encounter the differences between executive search and traditional recruitment.

It takes a deep-dive into the differences between the two and which one's best for what situation.

Executive search vs. traditional recruitment: What's the difference?

“Great things in business are never done by one person. They’re done by a team of people." This was Steve Jobs, the man credited with Apple's one-for-the-books rise into the great company it is today.

He was spot on with this quote. A company is only as good as the people behind it. But how do you find the perfect players to complement your grand vision? Here's where understanding executive search and traditional recruitment comes in. 

These are two key strategies for filling your company with the best talent, but they target different needs. Let's break them down to help you find the right fit for your dream team. 

What is executive search?

This is the go-to strategy for hiring top-level management; think CEO, CFO, CTO, Sales VP, etc. 

How this works is you employ the services of executive search firms (who are like talent scouts for leadership positions).

What is executive search

They don't just wait for resumes to roll in. They actively headhunt top performers, even those who might be content in their current roles. 

This targeted approach is why the executive search industry doubled in size between 2015 and 2022 – it works.

And with 41% of business leaders admitting their leadership needs an upgrade, this targeted search is more important than ever.

Here's why it can turn the game on its heel when it comes to filling your C-suite:

Focus on proven leaders

The executive search process isn't about rushing in to hire a top leader based on the glitters adorning their resume.

Statistics actually show that only three in five top execs live up to the hype within the first 18 months.

That's why executive search professionals go deeper than the most impressive titles. They focus on finding someone with a proven track record of success in similar roles within your industry.

Say, you're a rapidly growing tech company, right? You wouldn't want to hire just any CFO.

You'd want someone with experience scaling tech companies and successfully coming out on the other end of IPOs (Initial Public Offerings).

An executive search firm specializing in tech would have a deep understanding of your needs and be able to identify CFOs who are the perfect fit.

You just get in touch, and they hit the ground running.

Deep industry knowledge

Think about it this way: a retail chain guru who's sold millions is great at what they do, but are they really the best fit to run your cutting-edge software company? Probably not.

Executive search consultants typically have their eyes and ears in very specific industries and niches.

This deep industry knowledge allows them to:

Understand your unique challenges

They know the ins and outs of your industry, the specific skillsets required for success, and the current market landscape. That's why they know where to scour for top talent.

Speak the language

Executive search consultants become familiar with the jargon and priorities specific to your industry. This allows them to effectively communicate your company's vision and needs to potential candidates.

Tap into hidden networks

They have established relationships with high-performing executives within your industry, even those who aren't actively looking for new opportunities.

These advantages are worth their weight in gold. So, when an executive search firm taps into them, it can help you get the right leader to push your company forward.

Keeping it confidential

Think about this, yeah? You've identified an executive you swear would be perfect for your CTO role. 

Keeping it confidential

But the catch is they're currently leading another company and not actively searching for new opportunities. 

How do you approach them without causing a stir at their current company? An executive search process may just be the answer you're looking for.

These search firms understand the importance of discretion throughout the entire search process.

They'll:

Only approach candidates confidentially

Your chosen executive search professionals will contact your target candidates discreetly so they protect their current role and reputation.

Use anonymous descriptions during initial outreach

Job descriptions might be tailored to highlight the specific needs of your company without revealing the company's identity in the initial stages.

Manage communication carefully

Throughout the search, the firm handles all communication with potential candidates professionally and confidentially.

Retained search model

Executive search is a specialized service, and the fees reflect that. Unlike traditional recruitment, where payments are often based on a successful placement, executive search firms typically work on a retained search model.

This means you'll pay a fixed fee upfront to retain the search firm's services. This fee covers the time, resources, and expertise dedicated to finding the perfect candidate for your specific needs.

Data shows that a retained search firm usually makes 30% of the first year cash compensation you've set aside for the exec you're headhunting.

Say you've got a USD$1800,000 position. The search firm will get USD$60,000. Ideally, you'll pay a third of it when you retain the firm, then another third after a month, and the rest after two months. 

The value of retained search

While the upfront cost might seem higher compared to traditional recruitment, the retained search model offers several advantages:

Alignment of interests

Since the search firm is paid upfront, their success is directly tied to finding the best possible candidate for you. This ensures they're truly invested in the outcome.

Targeted search

The retained model allows for a more in-depth and customized search process. The search firm will take the time to understand your company culture, leadership needs, and ideal candidate profile.

Reduced time-to-hire

An executive search firm has established networks and proven search methodologies. This can often lead to a quicker identification of top talent compared to starting from scratch.

Traditional recruitment

Executive search focuses on the C-suite, but what about the rest of your dream team? Traditional recruitment deals with that.

This is a broad approach to filling open positions across all levels of your organization, from entry-level assistants to mid-management roles.

Here's what makes traditional recruitment a valuable tool for building a strong and successful team:

Cost-effective

Traditional recruitment is generally much more affordable compared to executive search. Fees are often commission-based, meaning you only pay when you successfully fill a position.

Cost-effective

Faster hiring

Need to fill a role quickly? The wider talent pool and streamlined process of traditional recruitment can lead to a quicker identification and placement of qualified candidates, especially for in-demand roles.

Casting a wider net

Traditional recruitment isn't about waiting for resumes to land on your desk. It allows you to proactively reach out to a vast pool of qualified candidates actively seeking new opportunities. 

Here's how:

Online job boards

Platforms like Indeed, LinkedIn, and Glassdoor allow you to cast a wide net and target candidates with specific skills and experience.

Social media

Use professional networks like LinkedIn to showcase your company culture and attract qualified individuals who align with your values.

Employee referrals

Statistics show that about 82% of employers find employee referrals the most effective way to bring employees on board. Not only that.

The average employees who come on board through this approach tend to stay for four years, while a traditional one manages only half the time.

That's why you shouldn't sleep on your existing team when it comes to bringing new talent on board.

Encourage employee referrals by offering referral bonuses and fostering a positive work environment where people are excited to recommend your company to others.

Key differences to consider

Now that you understand the strengths of both executive search and traditional recruitment, here's a breakdown of the key factors to consider when choosing the right approach for your hiring needs:

Target talent

Executive search focuses on identifying passive candidates, those not actively searching for new opportunities.

This makes it ideal for finding high-impact leaders who are content in their current roles but may be drawn to the right opportunity.

Traditional recruitment, on the other hand, targets active candidates who are already looking for new jobs.

This is a good option for filling mid-level and entry-level positions where there's a larger pool of qualified individuals actively seeking new opportunities.

Target talent

Industry expertise

Executive search firms often specialize in specific industries. This deep industry knowledge allows them to understand the unique challenges and skillsets required for success in your field.

This isn't always the case with traditional recruiting. While some recruiters may have experience in specific industries, these firms typically cover a wider range of fields.

This can be beneficial for finding talent in generalist roles or for companies in niche industries with a smaller talent pool.

Cost & timeline

Executive search comes with a higher upfront cost due to the time and resources invested in a targeted search. However, it can often lead to a more successful placement of a high-impact leader.

Conversely, traditional recruitment is generally a faster and more affordable option. However, the wider talent pool might require more time to sift through and identify the best fit for your specific needs.

Confidentiality

Executive search firms understand the importance of discreetly approaching high-performing candidates who might be hesitant to jeopardize their current roles.

On the other hand, traditional recruitment still maintains confidentiality, but it's generally less emphasized compared to executive search. Job postings and candidate profiles are often publicly viewable.

In closing

At the end of the day, both executive search and traditional recruitment offer valuable tools for building a strong team.

Knowing the key differences and considering your specific needs can help you make an informed decision about the best approach to finding the perfect talent for your organization.

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