When organizations consider engaging an outside firm to assist with placing new executive talent, they typically decide between retained executive search and contingency recruiting. There are distinct advantages in utilizing a retained executive search firm.
A retained executive search firm is engaged in every aspect of the search process, starting with defining an initial tailor-made search strategy through candidate onboarding. Retained executive search firms often continue consultation and follow-up months after the hire, since their success is based on the impact and long-term commitment of the executive hired.
Retained Executive Search firms search exclusively – no other recruitment agencies will take part – so that it will be very client-focused with a full investment of resources to find the right candidate. Retained search firms work very closely with each client, and will take their time and use an agreed-upon methodology to find the best person for the job. The executive search process is rigorous with a shortlist from 4 to 6 quality prospects developed after an exhaustive national sourcing process, beginning with upwards of 300 initial targets.
While retained search appears expensive, it provides a much better ROI in the long run. On average, a retained placement ends up being a better fit in their position and ultimately stays in the role longer than any other type of recruiting scenario. Companies will most often request a retained search when they are looking to fill an executive-level position or when all other less expensive – and ineffective – candidate search options have been exhausted.
It is also important to note that, on average, 75% of professionals are passive candidates who may be open to switching jobs but are not actively looking. Only about 25% of the total workforce is actively looking for a new career opportunity at any given time. Most forms of recruiting are searching within that smaller pool of candidates. However, as a retained search firm, we aggressively seek the ideal candidate for the role and utilize our skills, abilities, and methodologies to identify candidates in the much larger 75% passive pool that may not be looking but are open to the idea.
A report conducted by the AESC, a professional association representing retained executive search consulting firms worldwide, shows that the executive search profession is in high demand and increasing every year. The AESC State of the Retained Executive Search Industry report states, “in recent years, demand for high-level executive search has remained resilient, and demand is roughly back to the all-time peak of 2008.” While statistics on the industry are hard to assemble because of its very fragmented nature, estimates suggest that, at its peak, the search profession worldwide generated over $12 billion in revenues.”
