So why don t in-house Executive Search teams use the same ATS as the wider recruitment group?

Transcription

1 March 2016

2 Major corporations are increasingly building in-house executive search terms to allow them to fill senior level positions without retaining a Search firm. In addition to the potential for fee savings and Time Warner and Coca-Cola both expect to save $10 Million per annum this way (source: Wall St Journal October 9, 2012 and Onrec Conference), some Corporations report that an internally managed search can be more successful than the outsourced equivalent. For example, Lockheed Martin reported a 175% increase in diversity and a 570% decrease in executive attrition after the implementation of an in-house team (source: scoutrock.com). Of course, many in-house teams fail they tend not to earn the same publicity and few would argue that certain positions are not better served by external firms. However, what is true of the majority of successful firms is this they have moved beyond the use of a traditional ATS and manage the search process via dedicated executive search technology.

3 So why don t in-house Executive Search teams use the same ATS as the wider recruitment group? Because Executive Search is not Recruitment. ATS stands for Applicant Tracking System. The keyword here is Applicant. A person who applies for a job. Would your business be better served by executives who are prepared to make a public application for a position, or those who are currently employed perhaps by a competitor and are not actively looking for a role? Ignoring everything else, common sense alone means that a search that considers passive candidates will be more successful because it offers a larger pool of talent.

4 A system designed to manage incoming candidates is fundamentally different to one designed to build a talent pool, build relationships with that talent, and then manage specific searches. Here are some key differences: Executive Search Management Systems should help you identify candidates. Modern systems allow you to search sites such as LinkedIn, News Aggregators, Corporate Websites and more and then quickly import information found. They allow users to import from spreadsheets some firms work with external researchers or search firms to help identify talent to facilitate bulk record creation. Executive Search Management Systems allow you to keep information up to date. Senior executives will not keep you updated with resume updates. Systems will provide users with data from both within the internal systems and the very latest information pulled from the web.

5 Executive Search Management Systems allow you to manage communication with talent. Log s, phone calls, tasks and meetings. The best systems talk directly to Outlook at both Desktop and Web level allowing users to be productive around the clock. Everything is logged against the person, his or her employer and if appropriate a specific search project. Executive Search Management Systems allow you to build talent pools. One of the major flaws in ATS systems is the ability to search. Search systems allow talent to be tagged with attributes skills and experiences that may subsequently be searched again. This allows users to quickly identify potential candidates as roles open. Executive Search Management Systems allow you to manage the Search Process. Most Search systems were designed originally for use by External search firms. As a result, they are designed to manage the search workflow identification of candidates, reaching out, shortlisting and reporting.

6 Executive Search Management Systems allow you to build competitive intelligence. Many Corporate teams map out key talent at the competition this is a standard process for many firms and is a significant value add for in-house teams. Manage it all! ATS Systems rarely product KPIs that are relevant to senior level recruiting. Systems designed for Search monitor the key data that matters success rates, type to shortlist and so on. This data allow the Search team to compare with external firms, and identify areas of improvement as appropriate.

7 There are dozens of ATS suppliers. There are very few Executive Search technology Suppliers. Most offer old fashioned Windows software. Some offer browser-based solutions. Some offer both. Some offer Cloud hosting; some offer internal hosting; some offer both. For a Corporate implementation, flexibility is key unlike with the implementation of a product in the context of a Search firm, most Corporates will have numerous in-house technology and security policies that need to be considered. Some Corporates prefer browser delivery because of the ease of roll-out. Some prefer desktop software because of the perceived security benefits. Most prefer cloud hosting but some demand a dedicated server or even internal hosting. The more options your preferred supplier ticks, the more chance of achieving a speedy implementation.

8 Why FileFinder Is a Leader in Executive Search Technology for In-house Strategic Recruitment Teams FileFinder is the executive search technology developed, deployed and supported worldwide by Dillistone Systems. We ve designed FileFinder to meet the challenges faced by those performing executive search today. CONTACT DETAILS: info@dillistone.com Amy Rueda, Executive Director, Strategic Talent Management UCLA External Affairs Development FileFinder has revolutionized the in-house search function within our area at UCLA. It has enabled us to vastly increase our presence and visibility as a leader across the nation in strategic talent management and as an employer of choice in higher education. Dillistone Systems 2016 We re driven in pursuit of achieving these core objectives: Creating the most powerful, user-friendly and intuitive browser-based executive search solution on the market Improving the productivity by eliminating time-consuming, low-value repetitive tasks and duplication Reducing costs of Line-of-Business (LoB) technology for Executive Search firms and in-house strategic recruitment teams FileFinder Anywhere is used by more Executive Search firms and in-house Search teams than any comparable product. Offering all of the benefits listed in the White Paper, flexibility of implementation is a key benefit for many of our Corporate clients browser-based or delivered as Software, cloud-based or internally hosted the flexibility has allowed us to partner with numerous Fortune 100 and FTSE 100 firms, and with organizations across the world. If you are considering reviewing your technology solutions, be sure to contact us today! USA * UK * GERMANY * AUSTRALIA