Archive for the Retained Search Category

Just Because You Can Doesn’t Mean You Should

The digital age has truly become a playground for the recruiting industry in terms of our ability to find information. Pre-internet, there was an entire research industry dedicated to providing recruiting agencies with background information on potential candidates, including names, ages and a sliver of insight into what those people did for a living. It […]

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Predictions for 2016

Most people spend the beginning of the year trying to keep the New Year’s resolutions they’ve embraced alive until at least the end of the month. Because most of us fail at this endeavor – including me – I’ve decided to take a pass on New Year’s resolutions for 2016 and share my predictions for […]

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Hong Kong Meeting

I’ve just returned home from a global IIC Partners meeting which was held in Hong Kong this year.  We had three days of meetings with our partner firms from around the world, and spent a lot of time talking about talent, leadership, executive search and executive assessment.  There were 35 firms participating in the conference […]

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I really can’t wait to see social recruiting at its best. Until then…?

I’ve come to the conclusion that most of the current crop of social recruiting experts out there are simply full of it.  In a vacuum, this statement is going to delight one of my partners, who routinely rejects any application of ”science” to the “art” of retained search (yes, we know you had to walk […]

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Emerging Issues in Executive Search

Last week I attended the annual Global Conference of the AESC – The Association of Executive Search and Leadership Consultants – in New York City.  This is the sole organization that represents the $11 billion global executive search industry.  The mission of the AESC is to serve as the voice of excellence for executive search […]

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I Feel the Need for Speed (and Accuracy)

  When we pitch a search to a potential new client, one of the first questions we’re asked is how long we think the process may take.  Companies want to know how long it will take their search partner to identify and present a slate of candidates.  For the record, on average it takes SSG […]

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How Do Candidates Want to Be Treated?

Many of us in the executive search business or corporate recruitment field talk about candidate care as an important aspect of what we do.  How do we communicate and interact with candidates during the recruitment process?  How often should we communicate with them?  The definition of “candidate care” is different from person to person, firm […]

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Managing Internal Candidates

Many of the searches we perform for clients include candidates already employed inside the client company who want to be considered for the position on which we are working.  Managing internal candidates can be tricky and sensitive, and it can have a large impact on how they feel about their employer after the search is […]

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How to Stack the Deck for Success

I recently read a very interesting piece by Jean Martin, a regular contributor to Harvard Business Review: For Senior Leaders, Fit Matters More than Skill.  Jean writes about the need to evaluate an executive’s “network fit” when considering him or her for hire.  By “network fit,” she means “how well the potential hire will fit […]

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10 New Year’s Resolutions for 2014

It may be a little bit late, but nonetheless, I am announcing my New Year’s Resolutions for 2014.   I will stop creating retaliatory traffic problems for my rival colleagues near my office by moving the big plant outside my door into the middle of the hallway. If it becomes necessary to create that bottleneck, […]

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