Choosing an Executive Search Firm or Executive Headhunter needs to be done with the same care and caution required when choosing any specialist to handle a complex or critical problem for you.

Using a sub standard Headhunter to make a bad executive appointment, even if he or she is only with the company for six months, can cost an organisation greatly in both monetary terms as well as in stress caused, wasted energy, destructive conflict, poor customer relationship management and damaged reputations.

Your headhunter needs to be able to understand your organisation's environment, culture and values, become part of your team and have all the resources and systems in place to find the best candidate for the job.

When choosing an executive search firm or Headhunter, the following guidelines should be used:

• Be as careful as when choosing any other professional who may be needed to solve a specialised problem for you.
• Do not underestimate the personality fit or personal chemistry. A good relationship between the head hunting Consultant and the Chief Executive, Line Manager or Human Resources Executive is central to the success of any assignment. The headhunter consultant and client should like each other, trust each other and share a healthy mutual respect.
• Think carefully about the advantages and disadvantages of using large international, small or more specialist niche firms. In executive search, big headhunters may not necessarily be better. Large headhunting firms may offer a wider geographical coverage, but smaller firms are often better connected at the top end of the market and offer excellent quality and control. The benefits of specialist knowledge of the head hunting Executive Search Firm's local environment should also be taken into consideration.
• The head hunter or executive search firm should be selected on the basis of its research expertise and capability. The very essence of a successful search practice is the quality of its research and its ability to be innovative and creative in identifying areas from which suitable candidates may be sources, regionally, nationally or internationally.
• Ensure that you incorporate the "off-limits" factor in any decision-making process - this is crucial in the selection of a headhunting executive search firm. As the client, you have some idea of which firms to target and if these areas are off-limits to the Consultant, then his or her firm is of no use to you. Selection (high level advertised recruitment) can be an invaluable adjunct to executive search - saving time and providing a way around the off-limits issue while still producing high-quality candidates.
• Never engage more than one head hunting firm on any one search - candidates and industry sources find it extremely irritating being called over and over again by different people working on the same search.
• Aim for a close relationship with your Headhunter and be actively involved in the head hunting executive search process to ensure success.

Why would you become a Woodburn Mann Client?
Why would you become a Woodburn Mann Candidate?

Choosing an Executive Search Firm or Executive Headhunter needs to be done with the same care and caution required when choosing any specialist to handle a complex or critical problem for you.

Using a sub standard Headhunter to make a bad executive appointment, even if he or she is only with the company for six months, can cost an organisation greatly in both monetary terms as well as in stress caused, wasted energy, destructive conflict, poor customer relationship management and damaged reputations.

Your headhunter needs to be able to understand your organisation's environment, culture and values, become part of your team and have all the resources and systems in place to find the best candidate for the job.

When choosing an executive search firm or Headhunter, the following guidelines should be used:

• Be as careful as when choosing any other professional who may be needed to solve a specialised problem for you.
• Do not underestimate the personality fit or personal chemistry. A good relationship between the head hunting Consultant and the Chief Executive, Line Manager or Human Resources Executive is central to the success of any assignment. The headhunter consultant and client should like each other, trust each other and share a healthy mutual respect.
• Think carefully about the advantages and disadvantages of using large international, small or more specialist niche firms. In executive search, big headhunters may not necessarily be better. Large headhunting firms may offer a wider geographical coverage, but smaller firms are often better connected at the top end of the market and offer excellent quality and control. The benefits of specialist knowledge of the head hunting Executive Search Firm's local environment should also be taken into consideration.
• The head hunter or executive search firm should be selected on the basis of its research expertise and capability. The very essence of a successful search practice is the quality of its research and its ability to be innovative and creative in identifying areas from which suitable candidates may be sources, regionally, nationally or internationally.
• Ensure that you incorporate the "off-limits" factor in any decision-making process - this is crucial in the selection of a headhunting executive search firm. As the client, you have some idea of which firms to target and if these areas are off-limits to the Consultant, then his or her firm is of no use to you. Selection (high level advertised recruitment) can be an invaluable adjunct to executive search - saving time and providing a way around the off-limits issue while still producing high-quality candidates.
• Never engage more than one head hunting firm on any one search - candidates and industry sources find it extremely irritating being called over and over again by different people working on the same search.
• Aim for a close relationship with your Headhunter and be actively involved in the head hunting executive search process to ensure success.

Why would you become a Woodburn Mann Client?
Why would you become a Woodburn Mann Candidate?