When Is It Worth The Price To Engage A Retained Executive Search Firm In China?

Does hiring often lead to disappointment? Most typical hiring practices ignore more information than they gather thus leaving the hiring decisions up to chance. This “insight gap” is what makes a retained executive search firm in China worth their fee. 

When the hiring process is not in the hands of an expert, you risk overlooking important information thus making a mistake of losing out an opportunity to hire the right candidate. Experts develop frameworks to gather the necessary information; they know what are the right questions to ask, where to look for the answers, and how to evaluate particular situation.   

But everything aside, before hiring one of the life science executive search firms in China, it is important to understand the ROI which you can expect. A good starting point is to study the process followed by an expert and understanding how it differs from a do-it-yourself approach. 

There are five steps in the hiring process which you need to know:

Step One - Why Are You Hiring And Is It The Right Time?

This is the very beginning of the hiring process. The answer to what has triggered it in the first place can help you understand the answers to following questions:

• Is the new hiring the result of a process problem or a people problem?

• If the work is organized a bit differently, could the current staff handle the work?

• If the staff had the right workflow, tools, or training, could the outcome be better?

• If someone quit the job, why did they leave?

• If someone was fired, was it because of a mistake in the hiring process, or a problem in the training or management?

Some of these questions are uncomfortable. But answering them with your board advisory in China will help you understand how to do things differently this time thereby increasing the retention rate in the future. 

Step Two – Who Do You Want To Hire?

This is usually from where a typical hiring process starts that is understanding the job role and drawing the proper requirements for the potential candidates. Understanding the company culture here is another important aspect of step two. 

Step Three - Where Do You Want To Look For Candidates? 

A job description is circulated internally and externally at this stage. Having a retained firm gives you an access to both active and passive candidates thus widening the chances of the right hire. 

Step Four - Which Candidate Should I Interview?

Next comes the screening process. A retained firm with the help of its exhaustive database can get you just the right candidates who will be a good fit for the company thus minimizing your overall efforts in the process. 

Step Five  - Who Should I Hire?

During the interview, managers usually take a gut decision about cultural fit. A retained firm, on the other hand, do thorough background checks and utilizes its extensive network to understand whether a particular candidate will be good for the company or not.

External Hand For The Business Growth

Global business and global digitalization have brought the world closer. And while it has created endless possibilities for the business and economy sector and offered multiple opportunities to companies to make their dominance, it has created a cut throat competition amongst the world where a successful survival in the long run of a company is questioned. And while all these external factors add to the pressure on a company, the ever changing dynamics of the world and the economy has also added its share to the stress. So it is crucial for a company to take the right step, hire the best of the external team and apply the applicable and suitable modules and ways to chase the part of long-lasting success and progress. And while this seem as an easy task for a board who would rest back on the seat after hiring more force to manage the team, let’s throw some light on it and prove the fact that, well, that is not enough and why one needs to hire an expert in that area. 

The Constant Desire To Keep Up With The Current Flow

Be it a mere employee, employer or the CEO, it is mandatory for all the direct and indirect associates of a company to be updated with the current scenario and to also adapt it to their routine. And here is where the need for an external, specialist team is required. There are several international executive search firms in China who is specialized in understanding the work pattern and evolving dynamics of the Asian work culture and thus apply several modules to the company as per their goals and requirements. 

Coaching For Everyone

Identifying the right candidate for a dedicated role is extremely important. And to avoid that blunder and to make the right choices for posting the right bunch of people of the organization on the apt and suitable project is a task of serious decision. And for this we need someone who has a sharp eye for identifying the hidden capabilities and skills of handling different sets of assignments and projects. And this is where the leading recruitment firms in china come into the picture. They know who is the right choice and whom to place. The precision and way of picking the suitable person for the project is a major decision in itself. And the skilled and expert people are well known and have the eye to pick the best of the people. And said above, be it an individual client, company, client or the board of directors, everyone needs an external hand to perform better. And this is well equipped by the top 10 executive search firms in China. And one of it is cornerstone China who has excelled in building companies all over the Asia. They have their dominance marked with multiple branches spread across China and India, the two leading countries. They are known for offering tailor made services with not only restricted but with all around customized service to the client. And this is what makes them who they are.

How Are Executive Search Firms In China Sourcing Candidates When Talent Is Scarce?

Candidate sourcing is not an easy task. There is a great percentage of employers who are struggling to find the candidates who are skilled for the positions. In such situations the organisations need help to fill the open roles which is provided by none other than the Executive search firms in China.

We tell you how the top Executive search firms in China are gaming up and actively sourcing the talent to their client organisations. Read further:

 

·         Connecting Hiring Managers And Sourcers

For effective recruiting it is essential that both the hiring managers and sourcers are on the same page. This makes recruitment effective as it prevents development of any sort of confusion and also encourage communication at the same time. Both the sides should have a clear understanding on what candidate are they looking for. The must haves, must be discussed prior to initiating the search. This helps the executive search firms to understand as well as prioritize the needs of the client organization.

·         List Of Sourcing Channels

The best Executive search firms in China work with their team to analyze their offline as well as online channels in order to identify the best channel for sourcing the candidate in accordance with the specific needs and role requirements given by the client organization. A lot of out of box thinking is done at the time of preparing the list. They make use of both the standard sources as well as not so commonly used sources such as Facebook to source valuable talent.

·         Employee Referrals

Employee referrals are required to be fine-tuned in accordance with what the client is looking for in the prospective employee. The executive search firms specify the requirements to the employees so that employees can decide whom to refer and whom to leave.

·         Optimization Of Online Sources

The company’s website is one of the most significant sources for getting new hires. So, the recruiters even work upon the career page of the client organisation’s website and make sure that it is appealing and up to the standard of the candidates required to fill in the position. They even push job posts in the social channels and platforms maintained by the client’s organization. This aids in triggering the passive talent.

·         Follow Up

Once the top candidates are sourced, the recruiters maintain a consistent outreach with the candidates in order to convert them into the next hires. Automated nurture campaigns can be initiated in order to let the candidate be informed about his/her standing. Even if the candidate refuses to accept the offer, the executive recruiters ensure that the relationships remain in peace in order to use the same talent for future job positions.

·         Candidate Survey

The recruiters even send a feedback-cum-survey form to the candidates as an anonymous survey to understand what is working and what is not. The results are used to refine the recruitment efforts and identify new opportunities.