Executive Recruitment for Long Term Gain

Executive Recruitment for Long Term Gain

Executive Recruitment for Long Term Gain

All company recruitment, whether it's for part time secretarial positions or senior management posts, is crucial. Fitting the right person with the right job ensures that a company's machinery continues to operate smoothly, even get better: while placing the wrong candidate in a position can be an error that is as legally difficult to rectify as it is costly. There are, though, certain positions within every company's structure that can be seen as lynchpins where placing the wrong candidate can cause catastrophic interruption to the systems run by a business, as well as extremely serious financial fallout. The top positions in a company must be staffed, at all times, by the right people which is why executive recruitment seems the most logical way to fill any vacant spots.

Let's explain. Recruitment companies traditionally take the hassle out of job filling by matching "pre interviewed" candidates with suitable positions. What that means, basically, is that a temporary agency or recruitment company already has a working knowledge of the people on its books (hence "pre interviewed") which allows it to put forward only those candidates that it knows will be able to do the job in question. This saves an awful lot of time and money for the company that has a vacancy there's very little chance that they will end up interviewing someone unsuited for their position. Executive recruitment performs the exact same function just on a higher level. Which, of course, ought to make it doubly useful. The higher the level, after all, the more time and money a company stands in line to lose.

A recruitment company that deals exclusively in executive calibre staff is likely to have a stable of singularly brilliant candidates on its books. They'll have demonstrable experience and impeccable management credentials: and, because the reputation of the recruitment company rests with their performance, they'll be uniformly at the top of their professional games. Executive recruitment companies aren't foolish they know they can only survive at the top end of the job market by supplying the best of the best. Their interview processes the tests and track records they use to determine whether or not to take a person onto their books are quite likely to be far more taxing and stringent than anything devised by an in house HR department. In effect, the executive recruitment agency weeds out all the weaker candidates before they've come anywhere near a top position, by denying them the opportunity to go on their roster.

Possibly harsh, but devastatingly effective nonetheless. In almost every case, positions filled by candidates from recruitment agencies who only deal with executive posts are filled well and for as long a term as the company in question requires. There's no heartache, no scrambling to fill a position everything is undertaken smoothly and in good order. Indeed, many companies wouldn't think of looking anywhere but in a dedicated executive recruitment agency to find their next MD. Why would they? With such excellent results virtually guaranteed, any other avenue would simply be a waste of time.

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