Three types of searches

I don’t know about you, but for me the month of February is almost more of a time of reflection than December and January.  Instead of being so caught up in the moment closing things out in December, or trying to get things off to a good start in January, I find it much easier to focus on goals/accomplishments in the middle part of the first quarter.  Did we accomplish what we set out in the fourth quarter and 2013 in total?  Are we off to a good start for 2014 and doing what we need to do to ensure success in the new year?

As I have experienced these reflections I find myself thinking about the three main types of searches we conduct on a daily basis.  They are listed below with a brief description:

1)  Passive contingency - this is with an agency or carrier partner that agrees to look at a resume or two that we might come across and claim is a "must see".  No harm, no foul to take a peek.  Very little risk involved, and certainly no obligation to pay.

2)  Active contingency - this is with more of a valued partner that we have known for a long time and they trust us.  They seek us out to fill a critical position, a tough-to-fill position, or even sometimes a highly confidential role to re-fill someone who is going to be departing.

3)  Retained - this is when a client needs to brand a strong story in the market that they are serious about filling a position.  Or perhaps again need a high level of confidentiality and want us to source and screen candidates first for them.

In my opinion this is a linear progression as you look at these options.  Sometimes our clients think the only value comes with option #1.  But the depth of service and true value comes with the second and third options.  The clients that value us more are moving along that progression to move into a more active partnership where we can pro-actively tell their story, actually recruit candidates with something viable, and share those results in an open forum. 

The funny thing is that contractually there is no difference between option #1 and option #2.  Other than a higher level of trust and understanding with both parties.  We seek these relationships on a daily basis and find it is usually just a higher level of communication and sharing of information.  The more we know, the better we can represent our clients’ values, goals, and vision for growth.  Sometimes this happens naturally over time and more often than not it comes when our work is referred from someone who has worked with us in the past and knows the quality we seek to bring to every search.

Where do you fit into this list?  Are you seeking a valued partnership with a firm that will help tell your story to the broader market?  Or simply looking for a transaction to fill that spot that has been difficult to fill internally?  

We can help either way, but are always looking for ways to improve our process and infrastructure to become the preferred partner going forward.  Please let me know if there are ways we can be successful together in 2014 and beyond.  I am always happy to discuss trends in the market, where we are seeing our successes, and what candidates are looking for in a new employer in the new year.

Here’s to hoping your 2014 is off to a good start!