The main difference is the process and the detail. Traditional recruiting relies heavily on the active candidate market whereas executive recruitment looks to make contact with candidates who aren’t currently applying to roles and checking job boards.
Approximately 70% of the available talent pool (particularly at senior levels) are not actively looking for a role but will consider one when approached. Also, executive recruitment often focuses on technical and behavioural competencies rather than a simple checklist that candidates have to satisfy. This gives scope for a more targeted pool of candidates.
Additionally, the process also allows us to collect and share whatever data might be useful for our clients. In the past, this has included competitor salary data, bonuses and benefits offered, perception of their brand in the market, working-from-home arrangements etc. Our aim is to make the process as informative, helpful, collaborative and transparent as possible.
This transparency extends through the whole process. Unlike a normal recruiting process where you give a brief and then receive resumes, clients can play a part in the process to identify candidates should they wish to. During the search phase of the process, we often have weekly catch-ups with our clients where we share our progress in a spreadsheet. This allows them to view the whole market list we are searching from rather than just those that are shortlisted for interviews.