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Toronto Headhunters – Grappling With Present Day Search Challenges
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Headhunting is not as easy as many may tend to believe.
Imagine you have identified 50 candidates across companies, all around 35 years old, smart, diligent and ambitious - all with positive attitudes with excellent communication skills as well.
How will you select someone who has it to lead an organization?
In cities like Toronto, headhunters face such dilemmas. Traits in people are not genetic. People have developed qualities from attitude, hard work, and discipline.
Now coming to the subject of executive search firms, we often get confused by terminologies. In the world of headhunting, the term recruiting is quite often confusing and misapplied.
Executive search firms are retained by companies to find a suitable candidate to fill a particular role on a fee basis. Search is typically for senior level jobs.
Some Toronto headhunters are also called “boutique” firms. This simply means they are small firms specializing for a particular segment of a market.
Whichever way you look at it, executive search in Toronto or anywhere else for that matter is not easy. Even though there can be an inconsistent market for executives caused by recessions, there is always a demand for talent. And with globalization of business, the search for talent has also gone global.
A globalized market means a dynamic fast paced environment that goes beyond national boundaries demanding a new breed of executives. Identifying this new breed is one of the big challenges for today’s search firms.
The move towards global markets has made many Toronto headhunters join global networks. This has become essential because search firms must seek qualified candidates from more markets on a world-wide basis than ever before.
One more challenge that headhunters are facing is that clients have become more sophisticated in their grasp of executive search. This is evident by an increase in in-house search departments putting pressure on competition.
In addition, clients have honed their metrics to evaluate search firms. Clients assess how many number of similar searches the firm has performed, firm’s knowledge of the clients’ domain market, and data on how the firms’ placed candidates have performed.
Searching and assessing talent for a given position by itself is an onerous task. Ideally a company searching for talent must typically go through these following steps.
• Defining position requirements by spelling out what the potential candidates will have to accomplish in the short and long term
• Outlining desired candidates traits by identifying what the ideal candidate’s qualifications must be
• Aggregating a pool of applicants from a wide spectrum of organizations
• Evaluating how the identified candidates stand on the targeted attributes
• Using various decision processes and metrics to select the best candidate.
Considering the complexities involved, the demand for search firms is always buoyant and will continue to be so. Even though the advent of internet and a shifting approach by the client community is influencing the search market, the faith in retained executive search firms will continue to consolidate.
The biggest challenge for headhunters in Toronto and elsewhere will be how to fashion their business approaches by function, industry, and geography.
Sartor and Associates Inc. is a leading Executive and Search Talent Recruitment firm. This premier Toronto headhunters firm offers executive search firm and other services that include creating position profiles, research and recruiting, interviewing, assessment, on-boarding, and senior leadership development.
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