Qualithoughts by: Sarah McLeod

How Corporate Firms Influence A Successful Executive Search

When recruitment comes to mind, it is often thought of as a search firm’s area of expertise, or a human resource department. It comes with the notion that it is their sole responsibility to provide a list of qualified candidates for a certain job post.

Unfortunately, it is overlooked that companies play a vital role in the process of searching for the right candidates, especially when it comes to executive search.

Executive search still includes the mixing and matching of candidates with the company’s desired profiles, but the stakes are higher in this process because it requires a result that aligns with managerial and executive tier candidates.

The company will depend on the expertise of these candidates to bring them to a progression that hopefully exceeds expectations. Although executive search firms provide a high level of skill that can lead to the perfect list of candidates, the company’s influence in the process is just as crucial, which can be viewed in the following factors.

Candidate profile. The company must first provide the list of qualities and expertise that they are looking for in their ideal candidate. This list can be derived from the title and responsibilities of the position being offered, but it is better to get a good look at the bigger picture.

What kind of culture and environment does the company have? How well will these candidates adapt to it? It is important that the company includes their background as one of the deciding factors in the executive search. This is to ensure the candidate’s character and persona matches their culture.

Constant communication. In terms of a sailing ship, the search firm is the sailing master, while the company is their captain. The captain sets the destination and how long they should get there, while the sailing master navigates the ship and figures out the necessary measures to stay within the course of time.

The two will not fulfill either of their duties if they don’t have constant communication. The company has to oversee the progress made by the executive search, to aid in lacking information that will ensure that their desired candidate will be found on time, or to adjust if some of the demands have become unrealistic.

Substantial close. After that complex search for the desirable executive candidate, it comes down to closing the deal. There are times when search firms prefer to give the offer themselves to the candidate, especially since they have built a rapport with that person and can easily address possible issues that may come up. But in this case, the offer from the company matters most.

Given the demands of the company from the candidate, the offer must compensate enough in terms of benefits and career growth. The company must ensure that their offer is just as competitive, which can become the foundation to keep both parties satisfied in the long run.


McDonald, A. (2016). A basic guide to working with a search firm. Talent Management and HR (TLNT). Retrieved from https://www.eremedia.com/tlnt/a-basic-guide-to-working-with-a-search-firm/

Schaefer, S. And Wyman, S. (2008). Monogamy, polygamy or just engaged? Human Resources iQ. Retrieved from http://www.humanresourcesiq.com/hr-talent-management/columns/monogamy-polygamy-or-just-engaged