When is it smarter to post the position or call your search consultant?Does this sound familiar?
- One of your hiring managers needs a new employee (to fill a role that has opened or a new one).
- He/she has already asked their people who they know and no one knows the right person for the job (and no one can step into it).
- S/He calls you and says, “We need an X. How soon can you get me one?”
This is my recommendation, based on my 15 years of recruiting experience:
I suggest optimizing your attention, energy and time by asking yourself these questions the next time you have an open position:
- Do you know who your ideal candidates are already and can you contact them directly?
- Do you need to find out who they are?
- How much time will that take?
- How much time do you have to spend to contact the people who are not looking for a new role?
- How much time do you have to coax the right people to send a resume?
- What is your attention, energy and time worth?
- What else do you have that is pressing?
- How much can the company afford to pay for this search – in your hours or for a search consultant?
Consider too that there are quite a few roles where the best solution is to post the job — this is especially true for those roles that do not require industry or therapeutic area expertise.
For example, most finance and admin roles are cross-industry, especially at the individual contributor level. Even research associates can be found easily by posting the position.
But once you get up to the Director-level, you will need someone to proactively seek out the best fitting professionals.
Would like to speak with us to see if we might be a good solution to some of your more difficult openings … where you want a proactive search to find you the best professionals?