Embed Size (px)
Citation preview
5 Mistakes Companies Make in
Hiring Retained Search Firms
Cameron Kinston Associates Presents:
About the Author
Roy Wilson has more than 30 years experience as a global Human Resource Executive and Information Technology/Chief Information Officer. From 2004 to 2007, he was recognized as one of the top Ten HR executives and CIO’s in North America. Previously, Roy was with Russell Reynolds Associates, a premiere global executive search firm, leading the Technology and Officer Practice for the Southwest.
He has worked in a variety of industries including the Energy Services, High Technology, Pharmaceuticals, Electronics, Manufacturing and Retailing sectors. He began his career with Texas Instruments and then held executive positions at Schulmberger Ltd., Pearle Vision/Diageo, Compaq, bmc software and Allergan.
He served on the Advisory Board of myDials.com and is a past member of the Board of Directors of the Lupus Foundation. In addition, he served on the Advisory Board of Texas A & M University from 1995-2004. He received his B.S. in Industrial Relations and Human Resource Management from Syracuse University and continuing education from the London Business School and Columbia University.
Off-Limits Issues Aren’t Clearly
IdentifiedLarger search firms tend to face this problem.
Often, they are unable to recruit out of companies because of:
Previous Working Relationships
As a result, the playing field might be reduced or compromised completely.
Lack of Clarity Many companies do not clearly identify what it is that they are looking for. This can cause the search to go on for a long time with little or no
results.
Searches Have Shelf Lives
Over time, searches can become stale. Unfortunately, this can mean disengaged and
wary candidates.
Changing the SpecsChanges DO happen in a company, BUT
continuously changing the specs, and therefore the targets, can make it very difficult to finish
the search.
This can hurt the company’s reputation in the marketplace over time.
In this market, speed and accuracy are essential
“Trophy” Hunting
Companies often fall prey to wanting a specific candidate or “name” rather than focusing on
their actual needs as an organization.
It is extremely important that companies be open to finding the appropriate candidate that will have the greatest benefit for their team.
The Usual SuspectsMany retained search firms have a “stable” of candidates that they work with. This results in the repeated presentation of these individuals
to clients.
Every search should start from scratch
Each search should start fresh, and every company should DEMAND this.
