Consultative recruiting expertise adds value when an experienced recruiter meets with a company’s CEO, President, COO or other executive leader, to discuss how that company can accelerate growth. Consultative recruiting is essential for succession planning searches, or confidential searches or any search where a company needs a strategic leader, much more than a “worker”. Are you thinking about creating an “in-house creative capability”, for the first time?
Consultative recruiting is the difference when it comes to making strategic hires that have significant and long term impact on a business. Consultative recruiting is very different from “filling a job opening”, where one simply lines up a Company’s specific needs with a Candidate’s specific skills and experience. The time spent is directly proportionate to the value added.
This is a far cry from posting a job to ZipRecruiter, Indeed or some other niche job board and “hoping for the best”. Recruiters used to call that “Post and Pray”! The premier candidates never even look at job boards. If you try it a couple of times, it’s immediately crystal clear how inefficient it is. You’re lucky if even 15% of respondents are even remotely qualified for the role. Full employment makes hiring even more difficult!
Consultative Recruiting makes all the difference between hiring a “worker” and a committed, caring and ambitious contributor/leader. The worker simply works, the leader contributes and then influences their colleagues to contribute too. They search out additional ways to contribute. Working is easy, leading and consistently truly contributing is not. (Boutique or Specialty Firms have additional value!)
Taking the time to understand a company’s values and goals is the foundation for understanding a company’s culture. The culture of an employer is without question, one of the most critical components of company growth and recruiting success. The ability to understand and communicate a Client’s vision, values, goals and culture is the foundation of consistently successful recruiting efforts. At Bishop Partners, we consider ourselves our Clients’ ambassadors.
Conversations with senior executives have led to our helping identify a need for a refined organizational structure and what responsibilities were needed and what were missing. We’ve helped strategize and create a reporting structure, job titles, compensation ranges and job descriptions. We help identify competitive source companies. Then, as needed, we’ve recruited those missing employees. We’re proud that over 70% of our Candidates stay with our Clients for at least three years, many for significantly longer periods of time. We work with Clients all over North America.
If you know you’re missing a critical employee or want to make a strategic hire, but you’re not exactly sure who/what that role might be, give Bob Bishop a call.