Analysis of an Executive Search
Pros and Cons of Using Professional Search Consultants
By Jackie Eder-Van Hook
TMC White Paper
Internal Executive Search
(In House) |
Executive Search Firm
(Contracted Out) |
PROS
- Knows industry players
- More direct control of the process
- Fewer up front costs
|
PROS
- Experienced, objective third-party
- Active network of association professionals provides access to broader pool of qualified applicants
- Reduces overall costs by mitigating the risk of a bad hire
- Knowledge of federal, state laws and regulations, e.g., EEOC, FCRA
- Lends credibility to the process
- Ensures candidate confidentiality
- Established, time-tested processes
- Knowledge of and access to comparable salary and benefit data
- Guarantees, usually up to one year
- Ability to narrow the candidate pool without reflecting poorly on the organization or candidate
- Ability to assess both internal and external candidates fairly
- Knowledge about applicants from being in the association and nonprofit communities
- Professional reference checking
- Maintains search related files
|
CONS
- High cost of a failed search - lost momentum, stakeholder anxiety, tarnished public image, missed opportunities, and increased unrest on the board and staff
- Lack of sufficient experience in recruiting association and nonprofit leaders
- High administrative burden in conducting an internal search
- Internal bias may provide a distinct advantage or disadvantage to internal candidates
- References may be less inclined to provide information to someone in the field or industry
- Time intensive process that is not a good use of volunteers' time or skills
- Lack of objectivity
|
CONS
- Cost
- Person who sells the search services may not do the work
- May put up a candidate for more than one job listing
- May block a candidate from being considered for more than one position
- May be contractual prohibited from recruiting an existing client's employees
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