 |
“What new skills will exceptional search consultants most need to succeed over the next two years?”
WINNING RESPONSES
“I think the most important skills, without question, will be:
- Unique, targeted marketing skills (end of the cold call era!)
- Strong grasp of non-traditional candidate search tools (i.e., good-bye to Monster and hello to LinkedIn!)
- Exceptional customer feedback and customer satisfaction tools/actions/metrics (delight your clients!)
- Ability to brand/polish your business...build competitive advantage in what you do (in clients & candidates)
Tim Dannels, President of Sanford Rose Associates - Amarillo
“The new skill we will need is the analytical ability to be a 'true consultant.' It is no longer enough to conduct an in-depth site visit, write up an outstanding spec, identify only outstanding candidates who are much better than the talent they currently have in house and then lead both the candidate and client through the process to a close. What we need to succeed for the next two years and beyond is the ability to see the REALLY big picture, to see it quickly and then to bring all our intellectual capital around the latest industry practices that we are encountering elsewhere, to bear for our clients' organizations. As our counterparts in other consulting disciplines have done for years, we must be willing to go this extra mile BEFORE beginning what may appear to be just the one single search in front of us. We must use our analytical skills in their fullest context, as this is what it will take to deepen client relationships and differentiate ourselves in the search market place.”
Robin Singleton, Executive Vice President and Practice Leader for DHR International's National Healthcare Practice
OTHER THINKING
- “The ability to provide strategic advice to clients around the human capital dynamics of their business. Developing an in-depth relationship with clients and prospective clients so that they would not make a move within their executive talent dynamic without bringing us into the conversation. This is not so much as a new skill that exceptional consultants will need to develop, but rather one that such practitioners are already deploying and that clients in the future will desperately need.”
- “Exceptional search consultants will need the ability to communicate with very different generations of executives. The traditional "baby boomer" generation whose careers were built in a work environment that involved communicating in person, in writing and over the phone. Information about opportunities, candidate profiles and offers were transmitted by courier or overnight delivery. By contrast, Gen X and Gen Y executives came of age in which email, cell phones, instant messaging and executive networking job boards were used heavily. The baby boomlet -- or Millennials -- were weaned on text messaging, blogs, LinkedIn -- and, alas, that bane of classic communications -- the 140 character sound byte (known as Twitter). Because all four of these generations are in the work force, and at least three are operating at the executive level, I think it is very important for exceptional search consultants to pro-actively determine the preferred method of communication for every executive with whom they engage.”
- “Bring to the client and the candidates a sense of dependability and integrity. Both should be able to rely on your word as a professional; no excuses on delivery times and always put forth your best effort. Both parties should be the focus of your attention. Clients have a number of choices as to who to choose for their employment needs and will insist on results. Be honest, forthright, show initiative and be decisive.”
- “Search professionals must be very creative in their approach to their clients. They need to re-enforce their ability to service their clients’ needs and to make clear the strategic partnering between themselves and the client. In this economy, the client only wants to see the “A” candidates because with leaner run companies, the performance of every person is integral to the success of the company. Great leaders are the source of sustained competitive advantage and we must provide them. New skills needed are strong computer skills and strong social networking ability. ”
|
Exceptional Thinking Question of the Month
“In today’s business climate, what characteristics do you see as critical to success for retained search consultants, and why?”
Click here to submit your response.
Exceptional Thinking Past Questions and Responses
July 2010
“What new challenges have you faced when trying to convince your candidates to accept a position, and how have you dealt with them?”
April 2010
“Is it important to solicit constituent (clients, candidates, placements and colleagues) feedback? Yes or no - and why?”
December 2009
“What is the most important factor in building client trust and how have you achieved it?”
November 2009
“What new skills will exceptional search consultants most need to succeed over the next two years?”
October 2009
“What is the most significant change in client expectations over the past two years?”
|
|
