A SUPERIOR APPROACH

depth of search matters

There are huge differences between conventional sourcing methods (agency/ad-based sourcing) and retained search ones.

Conventional sourcing methods used by agencies and internal recruiters are primarily based on advertising approaches and connect you with active job seekers. Limiting you to just 30% of the talent pool.

There are huge differences between conventional sourcing methods (agency/ad-based sourcing) and retained search ones.

For key hires, you need a more robust approach

One applying a smart methodology searching the entire market… none of this low-hanging fruit nonsense.

Your limited people network. Is limiting!

It’s easy to think you can make a great hire from your people network. However, it’s too limited.

Internal recruiters don’t have the time required to undertake a comprehensive search and rarely have the expertise.

For key hires, you need a more robust approach. One applying a smart methodology searching the entire market.

Tapping into 100% of the total addressable market

Importantly identifying and engaging with high-performer types who are employed.

As opposed to active job seekers, some have been let go and are of variable quality.

A retained approach focuses on high-quality candidates who can be expected to achieve high-performance, high-quality, superior outcomes.

SIGNIFICANT DIFFERENCES…

Conventional sourcing methods used by agencies and internal recruiters are primarily based on advertising approaches and connect you with active job seekers.

Limiting you to 30% of the talent pool.

A retained approach focuses on high-quality candidates who can be expected to achieve high-performance, high-quality, superior outcomes.

It’s one based on an investment of time, typically 100-200 hours.

Retained uses a robust, structured, proactive approach as opposed to an ad-hoc reactive one relying on CV files and job ads.

Applying a comprehensive and robust approach to researching, mapping out and listing:

Appropriate target industry sector niches
Direct and indirect competitors.
Aligned industry sectors
Relevant/parallel organisational backgrounds
Identifying target source companies/employers
Identifying all the people in target roles
Prioritising, rating and ranking people.

We then systematically and professionally approach every single candidate. Using multiple methods, including direct but professional headhunting, to gain as much interest as possible in the opportunity.

Ultimately a long list of candidates will emerge. Those who have been assessed are what we call…

Qualified, interested and assessed

QIA for short… 1) Qualified against the criteria. 2) Interested in the opportunity. 3) Assessed against the criteria using a competency-based interview approach. This superior retained search approach requires a level of commitment on both sides. Basically, some initial financial commitment from you (a retainer, like a deposit) enables us to apply a robust search and, importantly, commit to working with you until you’ve successfully made your hire.

NO SECOND CHANCES WHEN MAKING SENIOR HIRES!

When it comes to leadership hires and high-impact senior specialists, you need to get it right, first time. The pressure is on when finding your most critical hires – the ones that take you on to bigger and better things and don’t leave you struggling to catch up.

Your people decisions will be your most important ones.

It’s the strength of your teams that will enable you to exploit your potential fully or otherwise! What they do, and how well they do it?

Our retained search services deliver unmatched results and high-quality and high-performance outcomes. We help you determine which candidates are the ideal skill set and mindset for your company’s culture.

Benefits of this approach include:

Ownership, focus and assurance
Heavily proactive candidate engagement
A higher level of assessment
Massive time savings and minimising distraction
All-star shortlists and higher-performance hiring outcomes

At the end of the process, you will be absolutely confident that you are making your hire from all of the talent available to you at this moment in time.

Searching for and assessing executives

At Robert Tearle Consulting, we help you to find the best people, build successful teams, and generate value for shareholders through excellence. We find exceptional leaders in tune with your markets and your organisation’s culture. We can help you build your all-star teams.