Evaluation and Selection
How do I choose the right executive search software for my firm?
Ensuring that you are following a methodical and structured process that prioritizes your firm’s goals and outcomes over feature specific requests or requirements. This will help you compare platforms directly to one another based upon outcomes that matter to your firm
What features matter most in executive search software?
The features that matter most in your executive search software are the ones that drive workflows forward, save your team time, enable you to execute searches quicker and centralize all stakeholder feedback and engagement to generate transparency and visibility across teams and searches.
What’s the difference between executive search software and ATS systems?
An ATS is meant for high-volume staffing and recruitment agencies that are heavily inbound and applicant focused. An ATS is set up to ingest large amounts of resumes and applications - think job boards and contingency-based recruitment models.
Executive search software is set up differently to support the methodical process of strategically identifying passive talent through research, outreach, interviews, assessment and placing the best fit candidate. Usually, firms that are running a lower volume, but higher profile placements will benefit from an executive search platform.
When should a firm consider switching executive search platforms?
An executive search firm should consider switching platforms when their existing platform no longer fits their process, or their current software has not kept up with the demands of modern executive search firms. Your executive search platform should accelerate your search process and reduce admin hours rather than hold your business, your team and your searches back. If your data and workflows have become too complicated or outdated in your existing platform - this is an opportunity to explore other platforms as well and start fresh with a clean process and take only relevant and valid candidates and search data with you.
Workflows and Executive Search Process
How should executive search workflows be managed in software?
The best executive search platforms will be able to support and manage all stages of your executive search process within the platform. From business development, to search kick-off, strategy, research, outreach, assessment, reporting etc., every step of your search process should be done within your platform. By bringing all of these workflows together into one software, you are able to see, track and close searches quicker.
What is a workflow-driven executive search platform
A workflow-driven executive search platform is a product that has been developed with intention and a deep expert understanding of how an executive search process / search cycles are. You will notice that platforms that are workflow-driven will feel like they work as an extension of your team, almost anticipating your next steps in the search process. The easiest way to determine whether an executive search platform is workflow-driven or “process-first” is to determine where and how your work is done at each stage of the search process. Is there too much back and forth, or are you able to seamlessly accomplish your tasks in one key area?
How do top firms standardize their search process across teams?
Ensuring that they all follow a set standard process - usually it comes down to whether their software is capable of supporting this entire search process or just a piece of it. When additional tools are added - the standard procedure and process breaks down and new processes are created outside of their core workflows which can lead to confusion, inaccurate reporting and bad data.
How can software improve collaboration between partners and researchers?
An executive search platform should place collaboration at the heart of its core principles and features. This includes transparency and collaboration not only between search firm and client - but visibility into work and search progression across the entire team. Collaboration on searches should needs to deeper than just note, to include:
- Capturing deeper firm-wide knowledge and context
- Visibility into candidate engagement and safeguards built in to prevent candidate overlap across searches
- Features that support insights and firm intelligence that justify candidate qualification
- Metric and merit based features to prove candidate success and track candidate progression
- A complete project management suite of features and tools to execute and deliver on a search as a team from start to finish.
Data and Candidate Management
How should firms manage candidate pipelines across multiple searches?
Firms should manage candidate pipelines across multiple searches with top-level indicators that are a key priority for search firms. For example:
These top level flags will help firms manage candidates effectively, while notes and project-based flags can provide deeper context for a candidate.
What’s the best way to reuse candidate data from past searches?
Searching with A.I. or using filters to identify candidates by performance - for example candidates that have scored or rated highly on past closed won searches. However, every search is different and requires a different approach and set of criteria in order for a candidate to be successful - repurposing candidate pipelines is a useful starting point, but benchmarking will still need to occur early in the search process to assure that talent is aligned with the role.
How do executive search platforms handle candidate engagement tracking?
Executive search platforms will be able to track outreach, notes, statuses and specific milestones in the search process for candidates. However, recruiters, researchers and partners build their reputation and network based upon proactive, meaningful and consistent outreach regardless of an immediate search need or placement. Touch points are critical to building relationships with strong talent.
AI and Modern Executive Search
How is AI used in executive search software today?
Effective and strategic use of AI in executive search software should focus on two key priorities: accelerating and shortening your search process and leveraging your own talent intelligence, insights and relationships.
Can AI help reduce time spent on sourcing and research?
Yes - if done properly you can turn weeks of initial research and sourcing into just a few minutes with a well defined strategy, target companies, benchmark criteria and more.
What should firms look for in AI-powered recruiting tools?
Executive search firms should look for AI-powered tools, features and platforms that prioritize quality over quantity of talent. Executive search firms are engaged by clients for their expertise and specialization in identifying and placing top talent - executive search firms should look for AI tools and platforms that also prioritize this expert knowledge - to learn from this logic while being embedded directly into their workflows and platform.
Business Impact
How does executive search software impact time-to-placement?
The right executive search platform accelerates your days to placement (DTP) and your placement rate (PR), by creating a frictionless process, helping surface qualified, interested and available candidates quicker and closing the gap and feedback loops in client communications and decision making.
How can the right platform improve client reporting and communication?
The right executive search platform should not only generate clean and client-ready reports, but also offer an engaging and collaborative client platform or portal. This is where all clients and stakeholders can provide comments, deliver feedback, and generate their own input and notes on candidates on a search. A great platform will have a client portal that is not just read-only and can centralize, capture and collect client feedback directly on the search and reporting.
What are the biggest limitations of traditional database-driven systems?
The biggest limitations of traditional, legacy, database-driven systems is the inefficiencies created when it comes to effective, strategic and transparent project management. Most often, traditional database systems are focused on the person, resume/CV and candidate record. This is effective for managing large volumes of candidates and data. However, when it comes to running an executive search process - legacy database systems lack in project management and reporting capabilities, and usually serve as a repository for organizing candidates.
