Cost Models & ROI of Executive Search Presented by Kevin Wheeler ScoutRock- 2012
Cost Models for Executive Search
Nov 10, 2014
An overview of cost models for internal executive search and ROI
Welcome message from author
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
Cost Models & ROI of Executive Search Presented by Kevin Wheeler
ScoutRock- 2012
Why Internal Executive Search Makes Sense
n Efficiency of external search remains low.
n Time to present qualified candidates remains at 120 days or more.
n External recruiters cannot know your firm’s needs as deeply or as well as an internal search person.
n Social media makes it easier.
2
Cost Model Components
n Branding
n Search & Sourcing
n Assessment
n Candidate/manager coaching
n Selection
n Offer
3
Reputation/Brand Management
Opinion, influence, anonymity, persistent data, ad-based search engines, and enemies interests
coexist and intersect.
"If you don’t show up in a Google search for your name or product, you do not exist" - William Arruda, Branding Expert
Search & Sourcing
n Talent Pipelining
n Social media
n Crowdsourcing
n Referrals
5
Assessment
n Intenal Executive Search n Can focus on real needs of manager/organization,
n Knows culture,
n Knows individual manager’s preferences,
n Can probe for “real” success factors.
6
7
Source: http://www.allfacebook.com/facebook-recruiters-2011-09
8
Source: http://www.allfacebook.com/facebook-recruiters-2011-09
Candidate/Manager Coaching
n Cues on individual manager’s likes/dislikes
n Dress/interview style coaching
n Prep manager on candidate’s style/strengths
9
Selection/Offer
n Focused, specific knowledge powerful
n Significant knowledge of leeway and possibilities
n Ability to influence hiring managers
10
Internal vs. External
11
Three Basic Models
n Salary Only
n Commission Only
n Salary plus commission
12
Common Models
13
Salary Only
• PROs • Fixed costs
• No time pressure • Can use referrals
• Can focus on branding/candidate & manager coaching
• CONs • No incentive for
speed or quality.
Commission
• PROs • Can be lower in cost
• Can use referrals • Recruiter has
incentive to perform
• CONs • Tendency to sell
what you have.
• No incentive to spend time on branding/coaching.
S & C
• PROs • Better cost control
• Modest incentive to build brand and coach
• Can use referrals • Talent pipelining
adds long term value
• CONs • Expensive
• Can result in time delays
Variations
n Outsource basic search
n Partner with external firm for lower commission
n Manage an outsourced partner
14
Example: Corp “X” C-Level B2B Sales Executives
15
Related Documents
