A concerning number of companies in South Africa use executive search firms and contingency recruitment firms interchangeably. This is often due to internal pressure on time to hire and a misunderstanding of what the role of a search firm vs a contingency firm is, with many companies assuming that a search firm will immediately refer a shortlist of suitable CV’s virtually overnight.
Whilst all search firms have comprehensive databases, we are increasingly recruiting for more dynamic individuals who possess a variety of skills that were historically not found within the same person. In addition, skills are becoming more fluid, with companies hiring non-traditional professionals into traditional roles. Finally, there has been an increase in the demand for new skills which are mostly influenced by digital growth and onerous governance and compliance requirements faced by our clients.
As a consequence, no search firm can rely solely on their database and extensive research is still required to deliver the best candidates in the market. The opportunity cost of not following a full search can be high, as relying purely on a recruitment firm’s database of candidates excludes candidates not considered suitable for previous roles the firm worked on that may be ideal for this role.
So what are the other benefits of using search firms? The two articles below answer this question best: