| DESCRIPTION | DOING IT IN HOUSE | STAFFING/RECRUITING AGENCY | TRINITY EXECUTIVE SEARCH |
| Understanding the compensation in the market place | Except for large ones, organizations generally do not have market data related to the position. Yes, they may have (or at least should have) pay ranges, but unless they were developed based on the market & are updated those ranges may not reflect the current market. | The vast majority of recruiting companies are limited to what they’ve read or what they hear from candidates. | Only a small percent of executive search firms also do compensation work &/or have reliable market data–other than from recent searches. Trinity provides a broad range of HR consulting, including compensation. As such, we can provide up-to-date market (differentiating between base pay & variable pay) for the position —specifically by organization size & industry, as well as geographical area. |
| Candidate Sourcing | Posting on job opening websites & hoping for qualified candidates to respond.
• These reach only individuals who are actively seeking their next job. • They do NOT reach candidates not in the job market, but who often are the most desirable. ⇨ This not only shrinks the size of the candidate pool, but also the quality of the pool. |
Many of these do postings on job boards. Many also receive unsolicited resumes from unemployed individuals looking for the company’s help in securing a job & from employed persons looking for a better opportunity. They tap into the resumes they have on file—many of whom have not be screened. • Their focus is on getting resumes in front of you in hopes that you’ll be interested in the person. ⇨ Rarely, if ever, do they wait to develop a pool of candidates to choose from. The model for these agencies leads to their having a high quantity orientation rather than high quality. • The recruiter workload reflects this. ⇨ This model drives all of their actions in a way that is not necessarily best for you. |
We utilize multiple sources to identify potential candidates based on the client’s specific requirements. The sourcing step in our process is laser focused on the client’s requirements, including intangibles. We identify where potential candidates are most likely to be found. • Both those not actively in the job market & those who are • Companies (e.g., competitors) deemed as to be targeted—as well as those purposely to be avoided. • Reviewing candidates in our data base to reassessed them based your specific search. As a full-service HR consulting firm, we have the skills to go beyond education, career progression & competencies. We approach finding candidates from a whole person perspective of what it takes to be successful, including factors such as cultural compatibility, leadership style & results from a variety of psychometric assessments. |
| Selling the Company & Opportunity | If they oversell either, they set unrealistic expectations, & the candidate who becomes the employee may very well end up feeling disillusioned. If they undersell, some highly attractive candidates may choose to decline interest in their pursuing. ⇨ This can be during the phone screen before decision makers are involved. |
Given what the basis for their being compensated is, they:
• Often oversell the company & the job ⇨ In great part because their process does not emphasize understanding your business, culture & other important determinants of a great candidate. • Seek to sell you on “their” candidate— who may be a good one, but the best one for your organization.
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The Search Consultant is skilled at marketing the company & opportunity (not just the job) in a favorable & realistic way.
• They are confident of their capability to find candidates without overselling. • This approach produces a “win-win-win” result for the client, the hired candidate & for Trinity. |