Search firms are useful job market intermediaries. They are used as brokerage firms and clearing houses between organizations and individuals. The experience and expertise of professionals in these firms in finding, filtering and evaluating candidates can be extremely useful. But, there are limitations to using such firms, and it is important to understand what those are before determining how to best use a firm for your needs.
First, understand the differences among types of firms. Retained search firms are paid by their clients, the hiring organizations, to fill a specific role. Recruiters in retained firms generally do not work on behalf of a job seeker. Contingency firms, on the other hand, are only paid when a candidate is placed, so these recruiters may be more inclined (if driven by their self-interests) to help a seeker find a position. Broadly, the former work with high level executives, and the latter work across all position levels. Both can command a fee of up to 30% of the candidate’s first year income.
Search firm recruiters usually help their clients define and outline requirements of the role to be filled. The good ones take a lot of time to understand the organization and its strategy, culture, needs, goals and interpersonal dynamics so they can find the perfect match. In their search for candidates, firm recruiters cast a net across their own contacts as well as place advertisements, post online and use creative tactics to identify a pool of candidates and, ultimately, one deemed the “perfect fit”.
If you are a candidate who meets with an executive recruiter at a search firm, be aware you are being screened and that there is a high probability of rejection unless you meet specified criteria. (Further, these days, in high volume organizations, scanning software does the first triage, so human eyes may never see your resume. And, if you do get to the interview stage and meet with hiring managers or a search committee, you may still be a great candidate but not make the cut simply because you just don’t meet the narrowly defined criteria. Don’t take it personally.)
My gripe is that search firm recruiters are programmed to be very conservative, and I find there is a downside to this conventional way of hiring. By playing it safe and seeking the “perfect fit” candidate, defined as such due to previous identical experience, you could end up with a bland organization where everyone brings the same perspective and where no one challenges the status quo or makes waves with different thinking. Instead of conflict and innovation, you may end up with stagnation and ultimately decline as other more dynamic and diverse organizations steal your thunder — not to mention obtain your customers, funders or market share.
For hiring managers, there are definitely advantages to selecting candidates who pass muster with everyone they meet through the interviewing process. Those hired who “fit” with the prevailing culture give a sense of security that the right decision was made. There is also the assumption that the learning curve is shorter and productivity higher. But, is this always the case?
Hiring managers should encourage search firm recruiters to take a more nuanced and sophisticated approach to what “fit” means so as to expand hiring pools and create increased opportunities for growth and innovation. This will enable highly competent but non-conventional candidates, career changers and sector changers to make stronger cases for themselves and to at least have a look-in to the best jobs where they are currently all but closed out at the start.
Hiring managers should also insist on working with search recruiters who really listen rather than pushing their own agendas, who support diversity in all its forms and who are willing to break the standard, conforming model so they can reap the potential benefits of new hires and what they uniquely have to offer. But, there also has to be a culture that can support “outsiders” after they have been hired, or such newcomers may wither on the vine.
Fredia Woolf , founder of Woolf Consulting, blogs to help people improve their workplace effectiveness and optimize their careers. As an organizational consultant and leadership coach, she works with clients to increase insight, inspiration and impact. She can be reached at fwoolf@woolfconsulting.com.
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Last updated on June 28th, 2010 at 07:05 pm
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