Purpose of Executive Search
Goal. The overall goal of recruitment and
selection for a position is to cost-effectively attract, detect and select those
people who are most likely to optimally contribute to the organization within
that position at a particular point in time (and into the future).
Organizations which attempt to undertake their own recruitment and selection
efforts often make a number of common errors:
1. Poor Cost-Benefit Ratio. HR or other staff may spend an exorbitant
amount of staff time and money recruiting and selecting for positions in which
they have little expertise or where the variations in future performance between
any potential applicant is relatively small. The LGI project team will have
considerable expertise in the position being recruited, and is able to assess
needed and potential contributions to the organization.
2. Job Fit. Even if an applicant is a world class professional within a
particular area of expertise it does not mean that same individual will be an
excellent, good or even average performer in the particular role. Also, an
applicant who is overqualified for a position may not repay the investment of
the recruitment and selection exercise and initial training before leaving the
job. Through numerous interviews, assessment instruments, and exercises, LGI
spends more time to assure good "job fit" than any other organization.
When you hire through an LGI search, you know exactly who are and what you are
getting.
3. Recruitment. Utilizing the best techniques available and spending lots
of money on advertising is pointless if you do not attract any good applicants.
LGI's vast data base and network of contacts helps assure the best possible
candidate pool.
4. Predictive Power. Having the best applicant pool available is
pointless if your selection techniques will not reliably or validly predict
future job performance and success in the position. Through numerous interviews,
assessment instruments, and exercises, LGI is able to reliably pick winners. We
have never made a bad match.
5. Timeliness. Existing staff is busy with a multitude of projects. A
recruitment and selection process that takes too long may cause your
organization to miss the opportunity window which generated the requirement for
the position in the first place and/or cause you to lose the best applicants.
LGI will concentrate on your project, and give it our up-most attention. We
perform on time and within budget.
Effective Recruitment and Selection is Not:
1. The blind following of procedures as set out by departmental policy (The
process requires a great deal of thought and planning and a high level of
commitment to the goal of recruitment and selection.),
2. Purely the detection of talented and/or experienced people (Instead, you need
to maximize the job fit.),
3. A necessary evil (Recruitment and selection is an opportunity to expand the
range of skills and potential in your organization.), or
4. Something anyone can do well (Recruitment and selection is a very difficult
task requiring extensive knowledge of the position, the organization, the labor
market, recruitment strategies, and selection techniques.).
Stages of Recruitment and Selection:
There are four stages to all recruitment and selection:
1. Assess the job (including org. culture and political landscape) and determine
its requirements
2. Attract well targeted applicants
3. Assess the applicants objectively and validly
4. Select the applicant with the closest fit to the job's requirements.
Recruitment and Selection -- A Strategic Function
Recruitment and selection is the most crucial internal activity of every service
organization. Poor recruitment and selection makes every part of the
organization less effective. Excellent recruitment and selection can transform
an organization in a short period of time. An organization with 20% turnover per
year and recruitment and selection practices that hire mediocre employees, can
theoretically become fully mediocre within 5 years.
Of all the assets of an organization, people are the most important, because
they provide not only the labor, but also determine how equipment and financial
resources will be used. The concept of human capital management is that
innovation and quality arise from your human resources and not from your
machines, processes, or financial instruments. In order to maximize the
performance of your human resources and, therefore, your organization, you must
attract, select, develop, motivate and retain the best people possible.
Recruitment and selection is the cornerstone of sound management.
The Cost of Recruitment and Selection
There are three kinds of costs associated with recruitment and selection:
1. The costs of undertaking the exercise itself,
2. The cost of making a bad call, and
3. The cost of taking too long to come to a decision.
LGI Executive Search are extremely cost-effective, not only because the basic
costs of the search are extremely competitive, but also because LGI is very
timely in its work and rarely, if ever, makes a bad call.
An executive search conducted by LGI offers you:
- Individual Attention and Accessibility
- Proven Methodologies
- Vision and Insight
- Excellence in Executive Search Service
- A Comprehensive, Thorough and Impartial Search
LGI's knowledge, ability and skill in the area of executive search can help
local government managers and elected council and boards make better employment
decisions. As a non-profit organization, LGI offers a variety of search options
geared to every budget and need. LGI has a team of capable and experienced
professionals able to assist in any type of recruitment or selection process.
For more information, or to request a specific cost proposal for a given scope
of work, contact LGI at 1231 Farallone Avenue, Tacoma, WA 98466.
Phone: 253/565-6253, fax: 253/565-2575, or email us at [email protected].
