Search is expensive, exponentially so relative to the level of talent that you are seeking. A failed search is expensive; even more exponential is that cost relative to its particular need.
Let’s talk through this one. You just made a hire. For the sake of round numbers and because it is too early in my day for me to break out my Ti 89, let’s call this person a manager making $100,000 plus 15% target bonus.
Since this manager is a “specialist” and you are a busy HR leader who doesn’t have the time or resources to conduct this search internally, you called in a headhunter. And by the way, I love this term. It is so aggressive, and whenever someone asks me “oh, so you are a headhunter?” I beam with pride. I have the image of some primitive tribal warrior with shrunken heads strung around his neck. But I digress.
When you were choosing to use a third party for this search, how did you evaluate that talent? keep reading…
