OUR PHILOSOPHY
Right Recruiting – A leading executive search firm helping business to find the right candidate for the job.
Right Recruiting wants to know about as many employees, executives, and companies in its market so that it can intelligently and efficiently bring together those that fit each other’s short-term and long-term needs.
There is no sales pressure at our executive search firm, so transaction-driven management does not interfere with providing the best recruiting services for our clients.
We have two divisions – Contingency and Retained Search. While the scope of the assignments in each division can vary dramatically, our business philosophy remains the same for each. We would like to explain our general philosophy and how we approach business recruiting. In the tabs on each division, we have a reasonably detailed description of what we do.
We are not salespeople. The normal impression of a recruiter is of a slick-talking guy who can “sell” someone into taking a job. We often get resumes for jobs here at Right Recruiting where people say that they are good salespeople. We throw those resumes away.
We make one other assumption on recruiting
We assume that the right person for the job is the person who can do the job at the appropriate salary level and who is motivated to accept the job for reasons consistent with long-term employment at the company. That’s a long sentence but it basically means that filling a slot is not enough for us. We want to fill the job with someone who likes the job and company for long-term reasons, not just because it’s expedient today.
AN EXECUTIVE SEARCH FIRM WITH A COMPETITIVE ADVANTAGE
With all these assumptions, how does Right Recruiting maximize its business? In other words, what does it mean that we are an information business?
Let’s take two recruiters at two different companies. Recruiter A is a great salesman at a firm that values his ability to talk people into a job. They have a small database of candidates and companies. Let’s quantify that as a database the size of 50 “units”. Recruiter B works at a company that values general communication skills, but also values information.
Because of that, rather than spend their money on sales training, they spend their money on technology and research. Hence, it has a large database – let’s say 200 “units” in size.
Hopefully, it’s obvious what happens now. Recruiter B has four times as many contacts as Recruiter A. There is twice as much of a chance that Recruiter B will find someone who matches both the short-term and long-term potential of the job. That means that Recruiter B has less of a need to cut corners with the truth, both to the candidate and to the client. This works out best for all parties.
In case you haven’t guessed it by now, Recruiter B works at Right Recruiting. There is no real mystery to recruiting. If I can present a job possibility intelligently to 100 people, we have a better chance at a successful placement than someone who can only present the job to 20 people. Common sense, right?