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Would you prefer to hire the very best talent in the market or just the pick of who happens to be actively looking?

Would you rather invest in your leadership team to improve the bottom line for future years, or save a few quid now?

Is your strategy to engage proven experts to do the job properly, or rely on people with little experience and hope for the best?

This is the gist of conversations I have on a regular basis with people who just don’t understand the power of executive search or the benefits of using the right partner to provide it.

In this article, I’ll be sharing the most common myths about executive recruitment - and busting them!

Myth 1) I don’t need a recruiter, I can find the same people myself

Really? How much time do you have? The biggest mistake those who want to go it alone make is underestimating the time it takes to run a proper, professional executive search process. It’s not simply a case of sticking up an ad on a job board, waiting for the industry’s top talent to apply then picking one.

As a recruiter, I have spent years and years learning about my market, keeping track of the movers and shakers, building connections and relationships and market mapping. I know where the talent is, I know who they are, they are on my radar.

What’s more, I know that the vast majority are not actively looking for a move, they are not looking at job boards, they will not apply for your job.

Why you need a comprehensive executive search process

The process we run here at Boston Hale captures the whole market, passive and active, under the radar and high profile.

We have the time to plan and execute a strategic, professional search and we have many tactics in our armoury. We are embedded in our markets, can leverage our networks, speak to people who are ‘unreachable’ and present people to your business who are the very best at what they do.

Myth 2) Hiring internally will be quicker

Do you have a team ready to commit to this 100%, relinquishing their other commitments for a few weeks? We do.

Yes, a well-run search process does take time, but it’s time well spent. Cutting corners, using internal teams not used to running high-level searches may result in an appointment you’ll regret, costing your business in the long run.

We guarantee we will get a better result in a shorter space of time.

Our process varies in length, but the average is 4 – 6 weeks from initial brief to signed contract. Within that time, we will have taken a detailed brief, conducted in-depth market research, employed various methods to identify the talent pool, spoken to tens of people at long-list stage, presented full reports on short-listed candidates, weekly reports on progress, managed the interview process, handled the resignation and offer stage. All whilst ensuring your time is used efficiently to get the right result.

Myth 3) It costs too much

The biggest myth by far is the perception that squeezing a senior-level hire into the responsibilities of an already busy HR team, internal recruitment team or handing to an existing Director has a cost of £0. Far from it. Your team will spend hours sifting CVs, conducting early-stage interviews and neglecting the day job.

Rather than viewing executive search as a cost, look at it as you would any other business decision - in terms of long-term value to the business.

Your leadership team is critical in helping the business achieve financial success. You need the best team possible to deliver the best results possible. To find people of the highest calibre, you need expert executive recruiters.

You can’t afford NOT to use an executive recruiter

You will gain access to upper echelons of the talent pool that can’t easily be reached, and the recruiter won’t stop until the right person is found and secured.

More importantly, the risk of making a bad hiring decision is minimised. A thorough search process uncovers the good - and the bad – so there are no unwelcome surprises down the line. Our guarantee provides an additional safety net, just in case.

Many studies have been done that quantify the cost of making a bad hire – it can be as much as 3 times the annual salary of an employee. The more senior the hire, the worse it gets. It’s just not a risk you should be willing to take.

Put simply, good leaders will save you money and make you money.

And the best way of guaranteeing you have good leaders? Find and engage expert executive recruiters.

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