Far from extinct, executive search uses latest methods

Philip Clarke’s position on the executive search industry and its use of social media (’A dinosaur in the information age’, Recruiter, 10 November) appears to be born out of a fundamental misunderstanding of the modern executive search industry.

While social media will not, and must not, replace the value that top-tier executive search consultancies provide through their knowledge, expertise and connections, social media undoubtedly has a part to play and this is being widely recognised.

Successful executive search consultancies are regularly using social media and networking as one of many methods to research and vet potentially suitable candidates for various roles - either as a way of developing an initial long list, or as a way of whittling down or even supplementing the long list originally generated through the consultant’s knowledge, contacts and experience.

Examining what is said and done in the relevant industry forums, blogs and relevant social networks, and by who, can readily reveal suitable candidates for particular vacancies - a point that is rarely missed by executive search consultancies.

In short, social media has in fact been widely adopted by the executive search industry, and with the new tools available to the industry, information from the Web 2.0 world is being readily incorporated into traditional forms and methods of research to great effect.

The image of the executive search industry resolutely refusing to adopt any wider practices beyond the use of ’little black books’ is outdated - social media has a recognised practical use for executive search, and has already proved its value repeatedly.
Tim Richards, managing director, Bond International Software

Shouting in the wind

In response to the soapbox article ’A dinosaur in the information age’ (Recruiter, 10 November), the writer seems to be shouting into the wind.

With a massive resurgence in worldwide demand, following last year’s decline, retained executive search consulting is once again nearing its all time peak in demand. Why? Not because clients don’t know any better but because many organisations need help, not just in finding candidates, but in developing the specification, in assessment and in closing.

Like all management consulting, the search firm takes a difficult task and relieves the client of the time and investment required to do it himself. Fuelled by the demographic shifts in the developed economies and the high demand from the emerging markets, the future for search looks pretty bright.

So no apology for providing a service that many organisations want and are prepared to pay for. In most businesses, that in itself is sufficient raison d’etre. Many search firms do provide excellent service (AESC members in particular), many provide useful comparative market information and many have long-standing client relationships.

If executive search were on its death bed then, as with the dinosaurs, there might be cause for concern. However, I think this is a case to which Mark Twain referred when saying that “rumours of his demise” were premature.

Of course there is change afoot - as the goal posts move, so must the kicker readjust his aim. Many search firms are doing just that, as our current review of the industry confirms.

Perhaps in your next blog you will have something to say about the global War for Talent and the contribution that quality executive search can make to an organisation’s success.
Peter Felix, president, Association of Executive Search Consultants (AESC)