JGA Partners, LLC.’s Post

In response to my recent post about many retained search firms' value proposition to clients that they have a "superior process," I was asked an excellent question. "Have you seen examples of things in a search firm's process (or otherwise) that are tangibly, demonstrably different..." from other search firms? Specifically, have I seen differentiated processes that result in faster, better results in hiring the right talent to solve a client's problems and help them achieve their business thesis? I'd love to get broader feedback from search firm clients and leaders on this question. My short answer is that I've seen search firms and search professionals with differentiated processes. That said, those processes have to combine with strategic and systemic thinking about talent problems, sector/functional expertise, and an ability to build trusted relationships with clients and candidates. To elaborate, I'm familiar with search professionals who understand their clients' businesses in-depth. They can take a step back and examine what talent they need and when they need it. They can also inform the client on the market for that talent, what those candidates want, what the client offers to that talent that is or is not compelling, and how to overcome barriers to hiring that talent. This skill set requires strategic business and problem-solving skills and the ability to gather and interpret relevant data. They understand their clients' organizational dynamics and culture, what constitutes a strong fit, and which candidates are most likely to succeed and stay with the organization. Some search professionals take a team approach to solving client problems, bringing together different perspectives and expertise to solve the client's talent problem. You see this more frequently when their firm's financial incentives incent collaboration, and many say they do, but in reality, not so much. I am seeing firms that are automating the process of sourcing the right talent using technology. They can look at who has been the most successful at achieving various success measures, where they are located, and whether they are likely to be available now. In other words, differentiation through speed to source. The question then becomes their ability to assess and manage the candidate process with the client and have a trusted relationship with both the client and candidates to achieve the right hire for both the client and candidate in a timely manner. Some firms add onboarding to this and continue to work with the client as a coach and consultant to structure the new hire's success in the first year and make it more likely that client success milestones are met. What have others seen? To search firm professionals reading this, what do you offer that is truly differentiated and achieves better client outcomes?

There are differences throughout the executive search process that you should be aware of when choosing the type of executive search firm to work with.

The Strategic Advantage of Using The Mitchellake Group During Economic Stagnation: In times of economic stagnation, companies often hesitate to invest in external services, including executive search firms. However, leveraging us can provide significant strategic advantages that can help businesses not only weather the storm but also position themselves for future growth. Here’s why companies should consider using The Mitchellake Group during such periods. 1. Access to Top Talent We have extensive networks and databases of top-tier candidates. We access passive candidates who are not actively seeking new opportunities but may be open to the right offer. This access is crucial during stagnation when the best talent is more selective about job changes. We specialise exclusively in the digital & technology space, allowing us to identify and attract candidates with the precise skills and experience needed to navigate challenging times. 2. Strategic Hiring We help companies focus on long-term strategic goals rather than just immediate needs. We ensure that the hired executives are not only capable of managing current challenges but also equipped to drive future growth and innovation. We thoroughly vet candidates to ensure they align with the company’s culture, values, and strategic vision. This alignment is critical for long-term success and stability. Something you can't get from an online application. 3. Efficiency and Speed We manage the entire recruitment process, from identifying candidates to conducting interviews and negotiating offers. By leveraging our expertise and networks, we can significantly reduce the time-to-hire for critical roles. Faster hiring means companies can address leadership gaps and strategic needs more swiftly. 4. Mitigating Risks We have a higher success rate in placing candidates who stay longer and perform better. Our rigorous vetting processes help ensure that new hires are a good fit, reducing the risk of costly turnover. When sensitive & confidential leadership changes are needed, we can conduct discreet searches, protecting the company’s interests and reputation. 5. Cost-Effectiveness While the initial cost of hiring an executive search firm can seem high, the long-term ROI justifies the investment multiple times over. Successful executive placements lead to increased profitability, innovation, and market positioning. 6. Navigating Complex Markets We provide valuable market insights, including trends, salary benchmarks, and competitive intelligence. . The Mitchellake Group operates globally, providing access to international talent. This global reach is essential for companies looking to diversify their leadership and expand into new markets. Key Take Away: In times of economic stagnation, investing in executive search firms may seem counterintuitive, but the strategic benefits can outweigh the costs. Talk to me today about how we can help you. jamie.gripton@mitchellake.com

Choosing the right search partner to build your GCC In today's competitive business environment, the success of a GCC (or for that matter any organization) heavily relies on its ability to attract and retain top talent. This is where search firms play a pivotal role .Choosing the right executive search partner is a strategic decision that can have a significant impact on driving your organization's growth and gaining competitive advantage . The important factors that can be considered while identifying a partner who understands the unique needs of a GCC and can contribute to successful executive hires are- 1.      Thought leadership: Look for a search partner that demonstrates thought leadership and is knowledgeable about industry best practices, emerging trends, and future challenges. This expertise will enable them to identify candidates who can drive innovation and help your GCC stay ahead of the curve. 2.      Specialized expertise: GCC is a unique operating model that requires specific skills and knowledge. Partnering with a search firm that specializes in GCC ensures that they understand the intricacies of your industry, the functions involved, and the skills required for success. This expertise enables them to identify candidates who possess the right experience and abilities to thrive in a GCC environment. 3.      Access to a diverse talent pool: This is particularly important for GCC, as it often requires talent with a blend of technical, operational, and leadership skills. The right search firm can tap into their network to identify and attract top talent, increasing your chances of finding the right candidates for your GCC roles. 4.      Time and resource efficiency: Building a GCC organization involves significant time and effort with deadlines to adhere to. Engaging a search firm allows you to leverage their expertise and resources and frees up your internal resources to focus on other critical aspects of building your GCC, such as process design and change management. 5.      Market insights and benchmarking: A search firm that specializes in GCC can provide valuable market insights and benchmarking data. They have a finger on the pulse of the industry and can help you understand current trends, best practices, and compensation benchmarks. This information is invaluable in ensuring that your GCC remains competitive and attracts top talent. 6.      Confidentiality and objectivity: Engaging a search firm ensures confidentiality throughout the recruitment process. They can handle sensitive information discreetly and impartially, protecting your organization's interests. Additionally, an external search firm brings objectivity to the table, providing an unbiased perspective on candidates and helping you make informed hiring decisions. Please reach out to me at namita.nayar@abcconsultants.in to know how ABC Consultants can add value to the executive hiring efforts of your GCC!

As many people predicted, my new portfolio life is already starting to get quite busy... But it's not all totally new. For the last couple of years, I've had the pleasure of supporting the healthcare practice at @saxtonbampfylde, which has given me real insight into the world of executive search. Three key lessons I've found: ✔ Running a good process needs thought and effort from both client and search firm, it can't all be outsourced. ✔ Which means as well as the search firm really understanding both client and candidate needs, clients need to think about what they actually want and need from their search firm. And indeed whether using a search firm is actually the right answer every time. ✔ And as in most things, relationships matter! You can read more on my reflections here: https://lnkd.in/e8wyr3Qd And although I am getting busier, I'll always make time for great conversations and interesting work!

Partnering with the right search firm can significantly impact your company's growth trajectory. Learn what to look for in an executive search firm here: https://lnkd.in/g-d5PH-A #Executive #Search #Firm #Success

Partnering with the right search firm can significantly impact your company's growth trajectory. Learn what to look for in an executive search firm here: https://lnkd.in/gVjzcsNm #Executive #Search #Firm #Success

Executive searches can fail for a variety of reasons. Sometimes, candidates fall through due to circumstances out of your control, but what about the factors that are within your control? Our recruiters have seen it all when it comes to executive search, so we asked them how to spot the early signs of an unsuccessful search. Check out today’s blog post to find out what they said—and learn how to avoid a negative outcome. https://lnkd.in/gSZTrRhV

Partnering with the right search firm can significantly impact your company's growth trajectory. Learn what to look for in an executive search firm here: https://lnkd.in/gbyh5Zzi #Executive #Search #Firm #Success

CONTINGENCY OR RETAINED SEARCH? What are the quantitative and qualitative differences between retained search and contingency? There's much to say on the topic, and we uploaded a 6-part video series (check out our YouTube channel @dynamicsearchconsulting). In short, a "Retained search" is a common mission model offered by executive search firms. It involves: • Paying part of the fee upfront, • Engaging the recruitment firm on an exclusive basis. The employer benefits from a dedicated service focused on completing their search (no matter what it takes) and finding a high-quality candidate. A retained search mission also typically comes with a guarantee: if the candidate hired leaves or is terminated within a year, the executive search firm commits to working for free to replace the person. At DSC, our executive search guarantee is 18-24 months, depending on the role. By comparison, a "Contingency search" is characterized by the following conditions: • no money paid upfront, • no exclusive relationship, • fee only due upon success, • replacement guarantee typically 90 days, sometimes up to 180 days. A contingency search mission is more of a transactional service: the agency will work on your search the first 2-3 weeks to either a successful result or moving on to an easier-to-fill role. For more information about our approach, check out our Process & Pricing page: https://lnkd.in/gjRNekyn #executivesearch #recruitment #talent #hiring #retainedsearch