As professionals progress through their careers, they may lean more heavily on a search firm to supplement their existing relationships. At Townsend Search Group, we often receive calls from senior-level executives who need support understanding their market and reconnecting with their network.
In today’s competitive employment environment, learning and development programs can make a major impact on both employee retention and recruiting appeal.
In some cases, the search process can elicit the need for difficult conversations. When we commit to a client, we immerse ourselves in the company’s culture, history and values—to the point that candidates have, at times, mistaken us for internal employees.
The Townsend team recently took over an unsuccessful search from one of the largest search firms in the world. That firm was paid top dollar to place an executive at a private equity-sponsored portfolio company; the company got mediocre results from the search firm and hired someone who ultimately did not work out.
Employers are hiring PEOPLE, and the interests and attributes you include speak to you as a person and why you may be a fit for a team.
Sharing your interests allows the recruiter to find a commonality or ground and build a real connection. Many hiring managers consider this during the application process – it’s essential to have a relevant skill set, but do I want to spend most of my days with this person?
