Do you believe you are increasing the likelihood of filling a vacant position by 300 to 400 percent if working with several recruitmen companies? You may think that the recruitment companies all have different data bases containing different resumes, they press the magic button of candidate resumes and shortly after an invoice goes out to their client. Nothing could be further from the truth.
Now let me tell you what really happens… in the real world of recruitment and executive search. When you ask the first executive recruitment representative, he probably knows about 3 guys off the top of his head that may match what you are looking for. His team at the office will do a quick search and may find another 4 guys. They make 7 phone calls and get this outcome: three guys have already taken other jobs; two are not interested in moving to your company or location; and one or two are just not qualified. End of the day, the recruitment company might get one or two candidates to present. Or maybe none at all.
So you move on and call a second recruit company. They too go through 7 people mentally and through their computer data base. Here’s the dirty little secret. The 5 of the 7 guys are all on the recruitment companies’ lists. You see, active candidates who are actively or semi-actively looking for a new opportuniy have distributed their resumes to perhaps 5 to 10 data base recruitment coompanies (not surprisingly when you think about it). But for you and your company, it means you are not getting exposed to 4 recruitment companies x 7-10 candidates – but probably only to 10 different individuals.
Working with any executive search frim, such as Grant Thornton, I will have my team of researchers talking to over 100 diffrent people. Yes, 100 different people. We will expose your company and vacant position to more than 100 candidates. As a matter of fact, before you even see the first candidate, we will have invested 642,320 Baht in expenses on this search process (a consultant costing model based on average research and interview time).
So it’s your choice… do you want the exposure to 10 – 15 people or work with a process that is going to expose you to over 100 people? Choosing the latter, it will go a long way to ensure that when you make a hiring decision, at least at that moment in time, you have hired the best available person on the market.