Any business today relies on the resource of its own workers more than any other, it could be argued. A modern office building, fax machines, a good budget, and a solid client base may not mean much without competent, skilled, and motivated employees at all levels of the corporate ladder working their hardest, and for a business, finding the best people for filling in a job position can be daunting, especially for executive positions, where an unqualified person can do a lot of damage. Filling manager positions is delicate work, and it is best outsourced to an executive search consultant and outplacement companies. Employees for lower positions can also be found thanks to such agencies as temp agencies, and HR executive search firms can help a client business hire the best people to take charge of its human resources department, and human resources recruiters can get the job done with ease. How can an executive search consultant benefit a company? What are the results of hiring an executive search consultant? And once every position in a company is filled, how can managers handle the problem of employee retention and turnover rates?
Finding the Right People
From temp workers fresh out of college to experienced upper managers to executives, a business will need various offices filled so it can work. An executive search consultant service can be hired by a company when a vacancy emerges in the upper management, or if a new department is created or if a new location is opened, and there are not enough qualified people on staff to fill those brand new positions. Doing this work alone can be daunting for a company, since its HR department may get overwhelmed, and no one else on staff may have the time, money, or energy to carry out an executive search themselves, or at the very least, they may do a sub-par job at it. Instead, this work can be outsourced to an executive search consultant or a headhunter agency.
Hiring agencies, whether looking for temp workers or executives alike, will gather many candidate profiles into a pool, and these candidates will have data on them such as educational background, previous work experience, skills, personality, and often, a social media profile as well. More and more, a person’s social media profile, such as on Facebook or Twitter, can reveal a lot about them as people, and there may be some red flags to look out for. A candidate who uses social media to criticize or insult a former employer, for example, may be unattractive to companies, or someone who creates offensive or disparaging material or comments in general. This could potentially be a problem for any candidate, so candidates are urged to mind themselves on their Internet presence.
For an executive search consultant, the job involves working with a client company’s current owners, HR department, and/or upper managers to find a candidate whose skills, experience, personal goals, and educational background would make him or her an effective executive manager who can handle the huge responsibility of that office. A lot could go wrong if an upper manager is ill-suited for the job, so an executive search consultant will work carefully to find the right candidate for the job. Not only should that executive have relevant skills and knowledge, but his/her personality and career goals should allow them to get along with others and motivate them to work their hardest in the years to come. Employees all across the corporate ladder will worker harder and be more loyal to a company if their personal and career goals are being nurtured at the workplace; in short, any employee wants a chance for growth and a clear path to a desirable future via their employer. If these needs are not met, an employee is more likely to quit, and this can be an expensive headache for the company.
Employee retention can be managed if the right techniques are used; in fact, employee recognition programs can boost worker happiness in 86% of companies that employ them. On top of that, employers can offer competitive salaries and benefits packages to employees, as well as conduct regular interviews to see if employees’ personal goals are being met. Adjustments can be made according to the data gathered.
