ScoutRock Blog
1. Avoid insulting your target candidate pool, and 2. Avoid looking like a fool.
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I’ve heard the terms “retingency” and “container”, but surely we can find more elegant nomenclature.
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Conducting references falls in to the art category of recruiting rather than the science.
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LinkedIn is a valuable tool, but it’s also crutch.
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Are you wondering whether or not you are a trusted advisor to your client? If so, STOP pondering; the answer is “no”. When you are viewed as a trusted advisor, it’s obvious and you don’t have to wonder.
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There are recruiters both within corporations as well as within search firms who are gifted at meeting the challenges of finding the right leaders for any given situation—find those practitioners wherever they are and leverage the heck out of them. If they’re good at what they do, they’re worth their weight in gold; their costs are inconsequential compared to the ROI that the right leader provides.
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In Aston’s final argument, he insinuates that third-party recruiters are more trustworthy, have a broader reach, and generate better candidate quality than do in-house recruiters. None of his arguments ring true from my experience having sat on both sides of the search desk.
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It is nearly impossible for an in-house recruiter to conduct a confidential search, but....
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"Most line managers we meet say that they prefer working with search professionals who ‘get' what they do and what they need, rather than generalist HR colleagues who usually don’t.”
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Reputation is one of the arguments for bringing executive search in house.
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ScoutRock's posts express the views, opinions, and experiences of ScoutRock's founder,
Caroline McClure. Guest's comments and blog posts do not necessarily reflect Caroline's or ScoutRock's views or values.