Boost the utilization of your HCL environment by reevaluating use cases and f...
Cost Models for Executive Search
1. Cost Models & ROI of Executive
Search
Presented by Kevin Wheeler
ScoutRock- 2012
2. Why Internal Executive Search
Makes Sense
n Efficiency of external search remains low.
n Time to present qualified candidates remains at
120 days or more.
n External recruiters cannot know your firm’s
needs as deeply or as well as an internal search
person.
n Social media makes it easier.
2
4. Reputation/Brand Management
Opinion, influence, anonymity,
persistent data, ad-based search
engines, and enemies interests
coexist and intersect.
"If you don’t show up in a Google search for your name or
product, you do not exist"
- William Arruda, Branding Expert
5. Search & Sourcing
n Talent Pipelining
n Social media
n Crowdsourcing
n Referrals
5
6. Assessment
n Intenal Executive Search
n Can focus on real needs of manager/organization,
n Knows culture,
n Knows individual manager’s preferences,
n Can probe for “real” success factors.
6
13. Common Models
Salary Only Commission S&C
• PROs • PROs • PROs
• Fixed costs • Can be lower in cost • Better cost control
• No time pressure • Can use referrals • Modest incentive to
• Can use referrals • Recruiter has build brand and
• Can focus on incentive to perform coach
branding/candidate • CONs • Can use referrals
& manager coaching • Talent pipelining
• Tendency to sell
• CONs adds long term
what you have.
value
• No incentive for • No incentive to
speed or quality. spend time on • CONs
branding/coaching. • Expensive
• Can result in time
delays
13
14. Variations
n Outsource basic search
n Partner with external firm for lower commission
n Manage an outsourced partner
14