According to a study conducted by Temple University, the optimal length for a CEO’s stay at a company is just 4.8 years. However, the Association of Executive Search and Leadership Consultants reports that almost half of all new CEOs don’t make it past 18 months. Turnover of that rate creates vacancies that can cost potentially cost your company millions, especially if your new hire isn’t the right fit.
HFH understands that, especially when recruiting top-talent candidates, time is money, and we incorporate this understanding into all of our recruitment operations from the very beginning. That’s why, of all the executive search firms in Seattle, we consistently provide the fastest average time to candidate: 37 days. Here’s how:
Telling Your Story
The story of your business isn’t so different from the all-time epics of our age: Lord of the Rings, Star Wars, Game of Thrones. Whether destroying the ring, defeating the Galactic Empire, or ascending the Iron Throne, every epic story revolves around a quest. Your business’s quest might be delivering a quality products or services at competitive prices. Whatever it is, it should set your business, your teams and your potential recruits in the context of a larger narrative and give everyone something to feel inspired by.
Of course, every quest needs a hero. At Herd Freed Hartz Executive Search Firm, we see every person in every person and every role as heroic in some way. That’s why, as executive recruiters, we don’t seek out people to fill seats, we look for heros, to carry out your quest!
Getting Beyond Résumé Keywords
Keyword searches may be effective at screening out under-qualified candidates, but they do little to determine a candidate’s cultural suitability for a given role. That’s why we make it our business to not only accurately represent your brand, but to help you stand out against the competition in attracting the best prospective candidates and providing the most positive candidate experience.
Looking at Culture First
Though company culture itself is hard to quantify, its impact on candidate and overall company success is not. A 2016 McQuaig Global Talent Recruitment survey reported that 53% of failed hires fail because “the hire’s personality was not suitable to the role or company.” Even a candidate whose CV might make them the most technically qualified to a role can create costly disruption if their personality doesn’t match your company culture.
Creating a Positive Candidate Experience
Creating a positive candidate experience is more than a way to incorporate the Golden Rule into your business practice: it’s also an invaluable branding and marketing opportunity. A survey by Kelly Services UK found that 70% of applicants would discuss a negative candidate experience with family and friends and that 31% would go public. Depending on what your company does, potential candidates can also be potential customers!
Average 37 Days—It’s What We Do
Our time to candidate averages just 37 days, because we know your business can’t wait any longer. Vacancies can cut deep into your bottom line and at Herd Freed Hartz, we want to see you and your business experience the fullest of your potential. That’s probably why over 90% of our executive search work comes from return business or referrals.
Since 2001 HFH has been one of the most trusted retained executive search firms in the Pacific Northwest. Traditional means such as colleague referral or networking aren’t likely to find the right candidate or find them quickly enough. We see executive recruitment as an artform and part of the art is providing clients with one of the fastest times to candidate available.