The executive search industry is often enriched by professionals who previously excelled in corporate roles, particularly within the human resources (HR) field. This dual perspective equips them with a unique understanding of recruitment dynamics. I count myself and several of my colleagues among these seasoned professionals.
During my time in HR, I not only developed robust infrastructures for strategic workforce planning but also honed a deep appreciation for the intricacies of quality recruitment. This foundation has significantly shaped my approach to executive search, offering valuable insights into fostering stronger partnerships between HR and recruitment firms.
A Unique Transition: From HR to Executive Search
Reflecting on my career, I would emphasize how my HR experience has informed my approach to executive search. Most of my career has been spent on the other side of the table. As an HR executive, I worked with numerous executive recruiters, from large firms to specialized boutiques. That experience gave me a solid understanding of what clients expect — their issues, concerns, and priorities. At all the firms I have worked for, this client-centric mindset is a cornerstone of our methodology. When we built our retained search capability, we focused on our clients’ expectations, this includes offering a fee structure that is more performance driven then our competition.
Building Effective HR-Search Partnerships
I believe the relationship between HR and external recruiters thrives on strong communication and execution. Here are six key strategies to optimize collaboration:
- Clearly identify any areas requiring confidentiality during the search process.
- Provide timely feedback, ideally within 48 hours, on all aspects of the assignment.
- Schedule candidate interviews promptly and share feedback without delay.
- Share information about internally or externally sourced candidates for a comprehensive evaluation.
- Offer candidates detailed insights into the company’s culture to facilitate informed career decisions.
- Establish a communication strategy to track search progress, marketplace intelligence, and next steps, with weekly check-ins as a standard practice.
Communication is the foundation of successful partnerships, and these steps foster mutual understanding and efficiency.
The Rise of Internal Executive Recruitment: Opportunities and Challenges
As many organizations build in-house recruiting teams to streamline hiring processes, we see both potential and pitfalls. The success of internal executive search capabilities varies widely. While some organizations achieve notable results, others struggle due to a lack of clear strategy, unrealistic expectations, or poorly defined responsibilities. We advise companies to evaluate in-sourcing versus outsourcing by considering five critical factors: cost, output, speed and focus, cultural alignment, and strategic impact. Both approaches have merits, but they must align with the organization’s broader goals and resources.
The Role of Culture in Recruitment
When discussing cultural alignment in hiring, we acknowledge that this can sometime be a challenge for external recruiters. In-house recruiters often have a natural advantage in understanding company culture. However, experienced search firms work diligently to bridge this gap during the intake process. And many of us go a step further by providing additional on-boarding support. We warn our clients against firms that fail to prioritize cultural insights. If external recruiters aren’t asking the right questions about your culture, it’s a red flag. Look elsewhere for a partner who will. I am proud of my dual expertise in HR and executive search, which exemplifies how cross-disciplinary experience can elevate recruitment practices. By fostering open communication, prioritizing cultural understanding, and offering tailored solutions, we demonstrate the potential for transformative partnerships between HR and search firms.
J. James O’Malley is a Managing Director with Kensington International and a seasoned executive with over 30 years of experience. He is an expert recruiter, providing top talent for leading private equity, healthcare, professional, and financial services firms. His search work includes C-suite executives and Board of Directors. Jim has served Private Equity and their portfolio clients across all industries in addition to his background with Management Consulting firms, Architecture, Engineering, Accounting, Tax and Law firms in addition to IT, Healthcare, Operations and Supply Chain consultancies. He also helps large Commercial, Consumer and Private Banks with their hiring needs. Jim can be reached at: jomalley@ki-search.com