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Executive Search has seen a lot of transformation in the last decade. The critical mass growth of the internet. Job boards. Social Media. As well as the onslaught of Recruitment Process Outsourcing companies. The funny thing about is, a decade later top leadership at most major companies still rely on pretty much the same hand full of firms they did before. Once the dust has cleared the best candidates still come from top competitors and although its easier to communicate with them now... given the fact you have to compete with all the added 'noise' the difficulty level is still really the same.
Funny how with the onslaught of off shore recruitment, job boards, and the 9 million other recruiting tools out there ...majority of executive placements are still contributed to the same handful of firms. However, even these firms know we are on the cusp of something new.
So what is going to happen in the next 10 years? Much like what happened in the .com bubble. Majority of your Applicant Tracking Systems will start consolidating, due to the failure of offshore Recruitment Process Outsourcing companies combined with the extreme reduction of staffing forces the last two years during the recession, traditional staffing agencies will see a resurgence.
As a staffing leader what does this all mean for you and your company? Its good really. Here are PeopleOps recommendations
1) No more offshoring. Combine the tactical failure, Public Relations nightmare, and overall lack of results its safe to say that while the idea of Recruitment Process Outsourcing is here to stay the way that its implemented will be changing forever. Its in your organizations best interest to revers offshoring and replace with veteran seasoned recruiters.
2) Embrace an ATS that understands the power of social media. I recommend Jobvite. They are a fairly young ATS but they at least 'get it.'
3) Treat sourcing as the fuel for the fire. A good sourcing program is your best weapon to control costs. Obviously this is what our firm does, so I recommend our program at PeopleOps.com. However, if you and an extremely high volume of requirements a hand full of traditional hourly based sourcers may be the ticket. Have your sourcing team fuel your recruiters and work DIRECTLY with staffing managers as well. This will stave off traditional agencies.
Thats it. Executive Search is not rocket science. It takes top talent to find top talent. Principles like that do not change in a decade or even a century. If implemented right, your internal staffing function will be a lean and strategically deployed team that is supported by an ATS that actually helps them and a sourcing program that actually results in success.
Funny how with the onslaught of off shore recruitment, job boards, and the 9 million other recruiting tools out there ...majority of executive placements are still contributed to the same handful of firms. However, even these firms know we are on the cusp of something new.
So what is going to happen in the next 10 years? Much like what happened in the .com bubble. Majority of your Applicant Tracking Systems will start consolidating, due to the failure of offshore Recruitment Process Outsourcing companies combined with the extreme reduction of staffing forces the last two years during the recession, traditional staffing agencies will see a resurgence.
As a staffing leader what does this all mean for you and your company? Its good really. Here are PeopleOps recommendations
1) No more offshoring. Combine the tactical failure, Public Relations nightmare, and overall lack of results its safe to say that while the idea of Recruitment Process Outsourcing is here to stay the way that its implemented will be changing forever. Its in your organizations best interest to revers offshoring and replace with veteran seasoned recruiters.
2) Embrace an ATS that understands the power of social media. I recommend Jobvite. They are a fairly young ATS but they at least 'get it.'
3) Treat sourcing as the fuel for the fire. A good sourcing program is your best weapon to control costs. Obviously this is what our firm does, so I recommend our program at PeopleOps.com. However, if you and an extremely high volume of requirements a hand full of traditional hourly based sourcers may be the ticket. Have your sourcing team fuel your recruiters and work DIRECTLY with staffing managers as well. This will stave off traditional agencies.
Thats it. Executive Search is not rocket science. It takes top talent to find top talent. Principles like that do not change in a decade or even a century. If implemented right, your internal staffing function will be a lean and strategically deployed team that is supported by an ATS that actually helps them and a sourcing program that actually results in success.
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