More and more recruitment firms are labelling their services as “executive search” and increasing their rates accordingly. How does executive search differ from ordinary recruitment practices, and is it worth paying for? 

What is Executive Search?

The term “executive search” used to refer to a specific set of recruitment practices and standards. Born out of the staffing practices of the 1940s and 50s, companies would carefully profile the type of candidates they sought for leadership positions, and well-connected searchers would identify those people, assess their interest in the position, and facilitate the hire. Because these executives were often employed at another organization at the time, the practice came to be known casually as “headhunting”.

This practice evolved to meet very specific needs. Executive searchers offered:

  1. An extensive professional network. Executive searchers were well-connected within the professional world, with personal insights into the skills and ambitions of individuals in leadership, awareness of industry trends and forecasts, and insider knowledge of the functioning of various firms. 
  2. Industry knowledge. Executive searchers were usually experts in the industries they recruited from, able to have detailed, specific, informed conversations about operations. 
  3. Consultancy service. An experienced executive searcher often acted as a type of consultant, helping the client clarify their goals and challenges, pre-screening selected candidates, and offering different solutions. The role went far beyond simply presenting resumes.

Working with an executive searcher offered a client access to professionals that they would not ordinarily connect with, and specific recommendations and solutions that are unavailable with passive recruitment. 

What is the Status of Executive Search Today?

Several important factors influence the practice of executive searching today. The most significant are:

  • Diffusion. The tactics and practices once used to recruit executives for leadership roles are now being used to fill a huge range of hard-to-fill positions. Companies are using executive search firms to fill non-leadership roles in technology, science, and other highly competitive functions.
  • Prevalence. In the 1950s, only a few individuals had the industry expertise and wide professional network necessary to be an executive searcher. Their special skills and qualifications made them a sought-after and highly-paid professional. Today, thanks to the internet and sites like LinkedIn, anyone can access this type of information and build an industry network. 
  • Ambiguity. Although organizations like the Association of Executive Search and Leadership Consultants (AESC) have rules, requirements, and standards, there is no restriction on using the term “executive search”. Recruiters of all types might classify and market their services accordingly, without clearly differentiating their practices from other recruitment firms. 

Thanks to the capabilities of the internet and the evolution of professional networks, the term “executive search” has become diluted.

So is There Really a Difference Between Executive Search and Other Types of Recruitment?

Today, it might be more helpful to differentiate between recruitment firms that promote passive recruitment by promoting job listings and increasing visibility, as opposed to recruitment firms that actively seek out suitable candidates and create matches. The operative term should be “search” rather than “executive”.

At grapefrute, our specialized searches and industry expertise are used to staff a huge range of hard-to-fill roles in innovation and manufacturing, from technical to leadership. For more information about how our targeted searches can help your business grow, contact us today.