Recruitment processes can be some of the most challenging and stressful processes for a company to undertake. Never more so is this the case than when the recruitment process is for an executive role such as CEO, CIO, CFO or a CTO position. Therefore, it is not uncommon for a company to decide to instead allow trusted recruitment companies to take up the process instead.

A benefit of a company choosing to use a recruitment company is the freedom to choose how much interaction the company wants with the recruitment process. At the minimal level the most a company needs to do, is be 100% truthful and clear about what they do and don’t want from a candidate, and any other necessary information about the company that is relevant to the recruitment process. Of course, more interaction than this can take place with the recruitment agency, and in some situations is encouraged. What wants to be avoided is that your company is involved in all stages of recruitment, because if this takes place then the recruitment company’s role is largely irrelevant and will only be costing your company money.

If you are looking for executive search firms, London has a plethora of options to choose from. When deciding which recruitment company to go for, it is important to make sure the company chosen specializes in some form of executive search and this wouldn’t be the first case of them doing so. Of course, it should go without saying that you do not necessarily have to hire those suggested by the recruitment company. This would not make the hiring of a recruitment company pointless, as sometimes the candidates they propose, even if unsuitable, can help you realise more clearly as a company what you do and don’t want from a person in that role. As well as this, it can also highlight the positives and negatives of potential candidates within the firm that could be fit for an executive role.

Overall, executive search firms can be a great asset to firms that do not have the time to run a thorough recruitment process themselves, and widens the net for the amount of potential suitable candidates for a given role, making the chance of there being a perfect fit higher than if the process was carried out in-house.