Benefits of Working
with Access Staff International
   
  How to Gain
the most value from
Access Staff International
   
Tips for Success
and Frequently Asked Questions for Employers
   
  Interview Tips
For Applicants
   
Some Helpful Hints (For Employers)

The Reasons Searches Fail:

According to a survey taken at a recent International Associate of Corporate and Professional Recruiters (IACPR) Conference, the following problems were listed as reasons for failure and/or elongation of search projects:
Unrealistic expectations … perfect candidates don’t exist (and certainly not at "below market prices"). Focus should be on "can the person do the job and accomplish what needs to be done" not "what imperfections can be found", or "is the resume lacking anything?"
Unwillingness to adjust to market-driven compensation package requirements to attract top candidates. Is this "free agent" environment, compensation is dynamic and market-driven. And in this competitive market, it’s very difficult to attract a top-tier candidate for a mid-or-bottom-tier compensation package.
Improperly managed search process, failure to generate or seize upon momentum. A search project should have a client sponsor/driver, with an efficient and expeditious process. Coordinated teamwork is critical.
Lack of clear requirements – moving targets – changing specifications. "Tweaking" is normal in the search process, but major changes and/or major scope creep frequently prove time-consuming, frustrating and expensive for all parties. As with any project in any field, the better defined the project is, the more successful and timely the result.
Indecision and delays. Hiring by committee can sometimes rule out the most qualified candidates, due to difficulty in acquiring consensus, associated time delays, and because one "no" can outweigh several "yeses". And while all executives have multiple important priorities, acquisition of top talent requires a considerable commitment of a decision-maker’s time.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Excessive time delays kill all deals.
  It’s best to ensure consistent evaluation criteria and insist on constant progress toward closure and completion.
Unresponsiveness and/or poor communication between client and search partners.
 

The more communication and coordination, the better.

  Consistency, momentum, expectations, etc. must be managed effectively to optimize results.
  Client executive accessibility and input is critical to success.
  Effective search is a team sport, requiring coordinated and complementary execution of a well defined plan.
Lack of corporate buy-in-Hidden Agendas-Politics.
 

Are all parties committed to the relationship and process as defined, or is it possible that someone could (intentionally or unintentionally) sabotage the project? These are internal problems that must be addressed and which can severely inhibit a search project.

  Is it important to the company? What’s the justification for the person/role?
  If the new person can positively impact the company, all gears should be in sync to attract the person.
  Failure to adequately "sell" the candidate on the positive aspects of the position/company/career.
  In today’s market, great candidates have multiple options. Gone are the days of candidates’ "needing" a job… they have numerous offers.
  Both hiring employer and search firm must point how the opportunity matches the candidates’ needs, desires and goals.
  And obviously, the offer should be attractive to the candidate.
Shortage of, or inability to find an attractive selection of qualified candidates.
  A sign of the times…unemployment is very low, a major shortage of talent exists, and there is extreme competition for the talent that is accessible.
  An effective sourcing strategy and strong search partnership will help.
  However, these market factors further accentuate the need to more decisively, effectively and expeditiously when a good candidate does appear, and to present an attractive career and financial opportunity that meets his/her expectations.
   
   
 
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