The world has moved on and it's now not an either or decision about whether to run executive recruiting internally or outsource it to a search firm. Many companies we talk to want to run a successful hybrid of both models to get the best hiring outcomes.
I thought it was worth sharing this really great article by Paul Holloway, the Executive Recruitment Director - International at Microsoft, about how his team work in partnership with external search partners and what they expect in return.
Executive Talent Acquisition at Microsoft, like any form of recruiting, is never an exact science. We often have decision makers in different time zones, interviewers who have slightly different priorities, tight time lines, succession planning considerations, and the challenge of attracting the best talent within the current addressable market. Not to mention organisational transformation moving faster than the external market and the normal set of commercial and confidentiality issues that we all work with. Our team like most in-house Exec Search functions are here to help cut through these challenges and help ensure that we deliver the best talent to the business in the most professional way. In this post, I give an overview of how we work in partnership with our external search partners, and what we look for in return.