The Executive Search industry, like most service industries, is constantly evolving. New recruiters and new search firms are prevalent as the barriers to entering this industry are few. The difficulty for a search firm is to build a sustainable, value-based business model while being in touch with and adjusting to the changing needs of clients. Those firms that lose their customer focus simply do not survive long term.
Search firms do not survive, especially during difficult economic times,
unless they do quality work. Handler & Associates has been in business
for over 30 years, and while how long a firm has been in business does
not necessary predict success, it does illustrate that the firm has
stood the test of time. 
Handler & Associates has not only survived, we have continued to be one of the premier boutique firms for over 30 years. Choosing an Executive Search Firm can be a daunting task. In an overpopulated world of pseudo-recruiters, it’s challenging to determine which firm can best meet your organization’s needs. To aid in this critical decision process, we have developed a list of things to consider when choosing a search partner.Selecting an Executive Search Firm
Research Capability
Does the company conduct its own research or do they out-source the work?
Research methodology is paramount in choosing a search firm and will give
you some indication of the search firm’s ability to control the
resource function of sourcing candidates. Research is the foundation on
which Handler & Associates is built.
Industry Specialization
What type of positions does the firm typically work on? It is important
to confirm that the search firm has specific knowledge of your industry
and is accustomed to recruiting candidates at the level of the position
you are trying to fill.
Professional References
Ask the about the length of the firm’s relationships with their
clients, the number and level of searches completed, the frequency of
communication between the clients and the firm and the ultimate effectiveness
of the candidates they have placed.
Understand the Entire Search Process
Make sure to have a clear and complete understanding of the entire search
process, including fees, related expenses and timeframes for completion.
Communication Standards
At a minimum, you should expect weekly progress reports. Remember, you
should never have to chase the search firm for information. Reports should
be forthcoming on a regular basis.
Candidate Reference Checks
Are candidate references conducted prior to referral to you? This process
eliminates unqualified candidates from wasting your time and resources.
Current Work Load
Each consultant can manage three to six concurrent searches effectively.
There are not enough hours in the week to give each client’s search
the attention that it deserves when the load exceeds six assignments.
Do the math yourself.
Off-limits Policies
Find out if there are companies the firm will not recruit from because
of existing relationships. Also understand the limitations in recruiting
from your company. Do these limitations include your facility, division,
or enterprise wide.
Placement Guarantees
If the candidate does not work out will you replace him or her? And for
how long? Is there any additional cost? Are there any conditions on the
guarantee?
Contingency Search Firms
Beware of contingency firms masquerading as retained. Giving a retainer
to a contingency firm will not buy you retainer quality work. Make sure
you get what you pay for.
The careful choice of a search firm should be a positive step toward solving one of management's most critical problems. We welcome the opportunity
to be rated and compared against our competition. We feel that our track
record, credibility, ethic’s, professionalism and ability to produce
results will stand on its own merits.
If you have any questions or comments, please refer them to info@handler.com
Copyright © Handler & Associates, 2008
