With thirty years of experience under our belts, we’ve learned a great deal about what makes a successful collaboration between search advisor and client. We’d like to share a few insights with you in the hopes of making your executive recruiting efforts more fruitful and rewarding.

Small and Steadfast

For over three decades, we’ve thrived as a boutique firm weathering many of the same challenges our clients face: intense competitive pressures, the leveling effects of technology, industry consolidation, economic downturns and globalization. This year, while we’re changing our name to Chadick Ellig, one thing has stayed constant --the way we do business. Technology has equalized access to information for everyone in the industry. It is no longer about what information you have, but rather how creatively it is used. What has kept us strong is a persistent focus on excellence in execution and creative problem solving, on getting it right and—what we treasure most—our clients’ trust.

Keeping our firm size manageable to maintain its collegial feel has allowed us to sustain exacting standards of performance. While the lure of becoming bigger has been an attractive option for some, size is not necessarily the quotient for success. Rather than placing emphasis on the number of search assignments booked, we focus on search assignments successfully completed with candidates who build long and successful careers with our clients. This is a true client focus and one they value.

Redefining Search

When search is viewed as a short-term assignment, the true essence of the business is missed. We believe the classic short-term search model is outdated and ineffective. Our experience tells us that every assignment needs to be reframed as a creative endeavor and a long-term strategic alliance based on shared vision, understanding and trust must be established. We’ve learned that investing time upfront is the only way to truly learn a client’s business top to bottom. This is the only way to understand the challenges, culture and history of the enterprise. By listening carefully to client concerns as if they were our own, the process becomes more mutually rewarding. As a result of embracing this approach over the years, we’ve become passionate client advocates, intimately involved with helping clients achieve success.

When we hear the words: “partner, friend, advisor, confidant,” we know we’ve gained that important trust that “vendors” have not yet earned. When clients return again and again for executive search counsel, that’s evidence of a thriving partnership. The fact that 85% of our business is with return clients is a testament to getting it right, not just getting it done.

Candidate Confidants

Here are a couple of observations directly from clients like you about some things we do that make us stand out in a crowded marketplace. The way we treat candidates is a difference clients notice right away. John Lucas, General Manager, HR at Microsoft told us recently, “What sets you apart is the personal and professional interest you take in candidates.”

Taking the time to understand the aspirations and dreams of candidates and becoming their confidants while still representing the client’s best interests, yields much richer insights and a markedly improved hit rate in making the right match. Phillip Cole, Global HR Officer at ACE Group had this perspective about our assessment capabilities:

“Chadick Ellig gets to know candidates in greater depth, assessing cultural fit better than other firms. And cultural fit is one of the most significant determinants of long term success in candidate placement.”

Sal Maglietta, President and CEO of U.S. Bancorp’s Equipment Finance Division points out an additional benefit of a high level of personal attention to candidates.

“The value added is Chadick Ellig’s relationships with candidates in a professional and first class manner which enhances the image of the search.”

Client Ambassadors

Another often ignored and important aspect of candidate cultivation is positive word of mouth. In addition to the search firm, candidates can be very important “client goodwill ambassadors.” By making the extra effort to respectfully and professionally represent the client’s best interests, values, mission and brand, the company’s reputation is also protected. And reputations are precious assets to preserve.

Clients value the assurance that all candidates come away with a universally positive impression — whether they make the cut or don’t. Chris Flint, Lincoln National Corp’s Head of Planning and Acquisition Strategies, who was both a client and candidate, puts it this way:

“Professionalism, experience and integrity are Chadick Ellig’s greatest attributes. They spent a significant amount of time trying to understand me, my goals and objectives and how they aligned with Lincoln’s. This was a much different experience than I have had with any other executive search firm.”

Ongoing Communication

Frequent check ins and check ups are critical at every step of the process to maintain a vital and collaborative relationship. The assignment should not be considered finished on the candidate’s first day of work. Ongoing counsel should be an integral part of the process and provided to both client and candidate long after the candidate’s start date. That protects the client’s valuable time and dollar investment and ensures that the onboarding process is smooth and successful for both parties. It’s another example of getting it right.

Diversity

As workforces become more diverse--a business mandate for successful companies-- search firms are being evaluated on their ability to deliver in this critical area. As a woman-owned firm, diversity has never had to be a stated addition to our process. It is intrinsic to who we are and reflects a richer perspective brought to every search. Our innate understanding of diversity’s prerogative is why more than 60% of our placements are women and minorities.

Feedback

Too many search firms neglect to ask for client report cards. Feedback is key, even when it’s constructive criticism. “Partner” firms are always grateful and eager for input. We make it a point to ask our clients and candidates interviewed for an evaluation of our search process so we can immediately address and maintain the efficacy of the relationship. It is a healthy and important way to stay open, engaged and prepared to provide the best service and advice.

Getting it Right

With the pressures to identify talent in a sellers’ market, able search advisors understand the need to be highly creative in sourcing non-traditional options from a variety of segments to offer a richer portfolio of top talent choices. We make an effort to present leaders who can move outside their industries or functional area to bring fresh and innovative perspectives to solving problems and driving performance to new levels.

It’s not unusual for us to get called by clients as a last resort when they have exhausted all current options to fill a role. That’s because they know we’re sticklers for getting it right- and that we will get it done. Truly listening to clients to ascertain stated and sometimes unstated requirements always yields the best solutions.

Getting it right also means saving clients from making bad decisions. Being privately held, our stakeholders are different; we are beholden only to our clients, employees and our own value system. In our case, being independent allows us to be flexible enough to respond immediately to new developments, revising search parameters and creatively going back into the market to find the right solution. We have never, ever sacrificed making the right decision. We believe nothing less than the right candidate at the right time in the right place will do.

Another current client, and former candidate, says this about the importance of flexibility.

“Not only do I know I can expect high quality work from Chadick Ellig , but also a level of flexibility—something your competitors don’t offer as readily—which I value because our business needs constantly change. I appreciate your receptivity and partnership in managing the ups and downs of search and your adaptability, nimbleness and responsiveness.”

Common Sense

These observations and practices are common sense. While easy to understand, they are also hard disciplines to follow. It takes unwavering commitment to listen, learn, course correct, and creatively find the right solutions, bringing a client an outstanding hire who will contribute over the long run. In over 30 years of business, we have, and continue to believe, that each assignment is a critical one, each client is precious, and each candidate is treated with the respect they deserve. This has enabled us to continue doing the work we love and to watch our successful hires thrive and grow within our clients’ organizations, often becoming clients themselves.

It’s a full and involved level of engagement. It’s about getting it right—the first time and every time.

Chadick Ellig is the new name for Gould McCoy Chadick Ellig. For more information, please visit www.chadickellig.com or contact Christina Gratz, Marketing Manager, 212-688-8671, cgratz@chadickellig.com.