Over the past few months, we have seen a tremendous uptick in retained search - and have performed a number of successful searches for a range of client organizations. We have used existing networks, identified new networks likely to yield winning candidates, pre-qualified likely candidates, encouraged still cautious applicants, performed reference checks, and have positioned the 'upside' of the client organization and open opportunity to currently employed leaders. We have celebrated and congratulated our clients who have worked closely with us to successfully recruit strong, capable and sometimes guarded new candidates. Over the past 14 years in the retained search field, we have been able to distill a few thoughts about the most successful searches and why they have worked exceptionally well.

Some things work better than others

In general, search works best when you (as the talent management or functional leader) have developed a realistic game plan taking into account your organization's overall reputation, financial standing and ability to offer a competitive package and compelling reason to join your organization:

• a pre-approved budget for search
• positive, concrete ideas about the role it seeks to fill and about the kinds of background and experience that will work well in the position
• analyzed your and other leader's networks and professional contacts and understand where it can be helpful to your retained search firm
• internal politics have been reconciled before initiating a search
• salary, benefits and relocation have been fully discussed and agreed upon
• you provide direct, clear and uncensored feedback to the search firm through out the process - with a clear emphasis on getting candidate feedback

Feedback please

Have you worked with a retained search firm of late? What worked for you and what didn't? Could the search process have been more efficient/effective had you reviewed and followed the list above? Let us know - david@www.abelnmagy.com/ or rick@www.abelnmagy.com/