How Executive Search Firms Work

Executive search firms are specialized type of recruitment firms that aim to deliver extensive services beyond searching. They seek to develop a more hands-on relationship with the company and also make use of exhaustive processes to land the right candidate.

They do this by taking into consideration the organization and its culture, the candidate’s assimilation into the company for maximum success, and counseling executive leadership and boards. They practice in-depth research, networking, thorough screening, and effective recruitment methodologies to ensure a positive outcome for the client.

The recruitment services they can offer are often consultative, research-based and solution oriented. They are hired for a set period of time to conduct a search and paid an upfront fee, but the goal is to create a long-term relationship built on trust.

They specialize in conducting upper-level management and executive positions that require professional and personality-wise higher qualifications advanced search. Executive search recruiters offer industry-specific knowledge to ensure that only the most qualified and fitting candidates are selected.

It is crucial to remember that executive search firms represent the organization or the company, and not the talent. They give top talents access to “hidden job market” that are of high and good compensated positions. For talents who approach executive recruiters to look for better job positions, executive search firms keep their pursuit private and confidential.

 

The Increasing Need For Executive Search Firms

The tight competition in recruitment has companies scrambling for innovative ways to land executive level talents. In-house recruitment, where the organization’s recruiters post up job posting on job search sites, shortlist candidates, and then interview, have become an unreliable source of talents.

Traditional recruitment is not necessarily headed for failure. It works but this recruitment strategy has often resulted in mis-hires, which can be damaging for the company when it comes to executive positions. In fact, the average cost of a mis-hire is as much as 27 times the base salary for an executive.

 

Hiring for executive posts is trickier than your mid or entry-level positions and takes more careful consideration. Completely relying on online job boards is not going to completely give you your desired results since you limit your options and this is stopping you from reaching a wider pool of qualified candidates.

Hence, executive search firms with their expertise, technology, and industry knowledge are now becoming a go-to solution for many companies. In 2013, 5.9% of companies’ external hires were recruited by search firms. It is almost twice the 2012 percentage and also reported to be the highest number in more than a decade.

 

Although there has been an increase in search assignments for recruitment firms, a lot of professionals are still unfamiliar on the inner workings of executive search firms. As an HR leader of your company, it can be a bit frustrating not to know what goes on “behind the curtain”.

In the previous articles, we already touched on what recruitment firms are and its many different types.  We mentioned executive search firms briefly, their nature of collaboration, methodologies, and the hiring needs it can address. But this time around, we are going to do more digging on how partnering with an executive search firm actually works.

Whether you’re a company in search for your next executive, or a talent seeking for challenging positions, you can use this article as a guide to learn more about executive search, the best ways to connect with executive search firm experts, and comprehend how the search process works from both the company’s and the talent’s perspectives.

But before we get into that, let’s first discuss how you can maximize the results you can get out of an executive search firm partnership.

 

How To Boost Your Hiring Success When Working With An Executive Search Firm

When partnering with an executive search firm, make sure that you are involved in the recruitment process – cooperation from the key players is vital – that way you know what’s actually happening and if anything goes wrong, you can address it right away.

The most important recruitment decisions should have your stamp of approval. Relay to your subordinates the importance of the search and should be open to their opinions. Have an inquisitive attitude towards the executive search consultants; ask for their methodologies and how they are going to conduct your research.

It’s also important that you have a smooth relationship with your executive search consultant. Let them know beforehand how you like to operate and what you are expecting in this partnership.

Also, some executive search firms are experts in particular fields or industry. Some are specializing in IT and analytics search, expert search, and engineering search. Make sure to choose the firm that closely fits your hiring needs.

 

So now that we got the most important part out, we can move on to the meat of our discussion.

 

How Do Executive Search Firms Work?

The executive search process typically involves the search firm providing qualified talent, facilitating an interview, and negotiating salary expectations from both the client and the candidate. When a placement has been made, the executive search firm receives a fee from the company or organization for the services it provided. Whether they get hired or not, candidates are not expected to pay any fee for their involvement in the recruitment process.

During all the stages of the recruitment process, keep in mind that be completely honest and direct about the job description, compensation, salary, geographic location, and other important details when speaking with executive search firms.

 

 

 

  • Meeting With An Executive Search Firm

If you are a company or an organization, it’s pretty easy to set up a meeting with an executive search firm. You can scour the internet for different executive search firms, then contact them by visiting their websites and reach out via emails or calls.

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After choosing your trusted firm, you meet with executive search professionals to set up the conditions and agreements of the recruitment process and for contract signing. In this arranged meeting, you can discuss your preferred candidate, job requirements, timeline, and your company’s recruitment methodologies to find a way to assimilate it with the executive search firm’s strategies.

After the initial meeting, more meetings can be conducted. The search firm may meet with the key executives to do a more in-depth study of the hiring company and the market, identify important opportunities for the candidate, and how they are going to fit the company’s culture and structure.

If you are a talent, it is a slightly different process. Sure, some executive search firms go through extra lengths by putting up a function in their website where candidates can apply. But not all executive search firms do that. Hence, if you want to get noticed by executive recruiters, you need to put in the extra effort.  

 

In the executive search firm’s perspective, you are “unsolicited” if you are the one who approached them. You may or may not fit their clients’ demands for talents right now. If your set of skills are what their clients are looking for, then you’re in luck. But if not, do not be too disappointed because something can still turn up in the future.

Maintaining contact with your choice of executive recruiters is beneficial to both the talent and the executive search firm. Like any networking system, this is not going to produce immediate results but is a steady and continuing means for career development.

Executive search professionals make it their business to remain in the loop with the marketplace and always be updated with market changes so do not hesitate to reach out to them because they want to talk to you too. But do make sure you are willing to share valuable information. Commentaries about the market from top talents and companies are of interest to executive search professionals.

 

  • Creating Candidate Personas

The in-depth research from the succeeding meetings is going to be the basis for this step. It is a must to have a clear idea of the candidate you need for the position so the executive search firm can fit the candidate persona to the job description provided.

It’s a dummy account containing detailed information about the role of the candidate, responsibilities the candidate must assume in the company, compensation, and opportunities included in the executive position, and the career and educational requirements.

 

  • Finalize The Search Plan—Strategy for Talent Mapping And Sourcing

This is the stage where further research is conducted to figuring out where and how potential talents are going to be sourced. Usually the technology, tools, and strategy that form their recruitment search are included in their own database, network, market analysis, online job boards, advanced online search techniques, and they can even have headhunters who can personally seek out talents.

 

Search firms find their clients right talent by exhaustively using their resources. To further refine their pool, they hold interviews, salary negotiation, and other vital details in the recruitment process.

 

  • Shortlisting Executive Candidates

Executive search consultants narrow down their list of candidates – the first list usually contains hundreds of names but would be narrowed down through another screening to see if tthe candidate is fit for the job description given and get your approval.

After meeting your set of standards, by this time, there are at least 10 shortlisted candidates, who are carefully assessed by recruiters to answer your hiring needs, in relation to the candidate’s company interest and trajectory.

 

  • Closing The Search And Welcoming Your New Executive

Executive searches often last for a month or two, depending on the agreed timeline. When the long search has finally ended, you can discuss your contract and conditions with your new executive. The executive firm may be present during the negotiation to make sure everything goes well.

 

Final Thoughts

The executive search process can be long and tedious. It involves a lot of steps, and in every step, the search firm and the client have to be meticulous and must practice cooperation. Just be patient and trust the process for as long as you did your research and chose your trusted executive search firm, and you stay involved in the recruitment decisions, then you already have the perfect recipe for success.

 

11 of the Best Nonprofit Job Boards for People With Passion

To find a worthy job in the nonprofit world, it's not enough to pick up the newspaper or visit just any job search site.

Most people who are new to nonprofits do not understand the field, how nonprofit work is different from for-profit work, or where to look for robust information about one of the most significant sources for employment today. According to a report from Johns Hopkins University, nonprofits in the U.S. employed 12.3 million workers as of 2016, representing 10.2% of the total workforce.1

Although finding nonprofit jobs still takes old-fashioned "boots on the ground," today's online job search websites make it easy to find leads to jobs across the country.

Fortunately, there is an abundance of sites where you can not only find nonprofit positions but also learn about charitable work in general. Here are our favorite nonprofit-specific places to find job openings and information.

Idealist.org
Idealist has it all! Jobs, volunteer opportunities, internships, and some of the best career content you can find. Idealist is especially useful for career changers, say from a for-profit job to a nonprofit one.

Idealist also hosts career fairs in many cities. Sign up for email alerts for nonprofit jobs locally, nationally, and internationally.

Idealist serves thousands of nonprofits, so there are thousands of postings. Be sure to search by country if you want to see international postings. There is also a Spanish language version of the site.

You can also search by virtually any parameter from location to type of organization or cause. non profit recruiters

Chronicle of Philanthropy
The career section at the Chronicle of Philanthropy is particularly useful if you are interested in fundraising. But there are many types of jobs here, from starter positions to executive directors. You may have to subscribe to the Chronicle to access the job listings.

But, if you are planning to make nonprofit a long-term career, you'd be wise to subscribe to the Chronicle. It is the place to keep up on the field. Imagine how much more valuable you'll seem when you know about the latest issues and news in the nonprofit world.

The Foundation Center's Philanthropy News Digest (PND)
The Foundation Center (part of Candid) keeps tabs on philanthropy across the globe. It is renowned for databases on every kind of grant, grant giver, and who has given to whom and for what. Want to look smart when you apply for a nonprofit job? Get familiar with this organization. It is the place to go to research foundations, with an online database and collections in libraries around the US.

But for job seeking, check out the Center's Philanthropy News Digest Jobs Board. It's not a big database, but worth keeping an eye on. Jobs are from foundations and nonprofit organizations. The database includes many types of positions, not just in grant seeking.

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National Council of Nonprofits Career Center

The National Council of Nonprofits has got to be one of the most useful places for nonprofit career seekers.

The National Council brings together local councils across the country. There is one in your state. Get acquainted with it. There is a map on the National Council's website where you can find your local council and how to contact it.

The Career Center at the National Council draws job postings from all the local councils, so it is an excellent compilation for job seekers.

The NonProfit Times Career Match
The NonProfit Times, another great place to keep up with the nonprofit world, offers its Career Center.

Try out this national job board where you can post a resume, sign up for job alerts, and peruse lots of career-oriented content.

Koya Leadership Partners
The client list of Koya Leadership Partners is a who's who of cutting-edge nonprofits. These are high impact, entrepreneurial organizations out to solve the toughest issues in the most innovative ways.

Its Current Searches page has job openings. The number of jobs isn't large, but very select and enticing.

The Bridgespan Group
A long-time consulting firm to nonprofits, the Bridgespan Group receives many of its job listings from its high-flying client list. Job openings range from coordinator to CEO to board positions.

You can browse the national listings, set up alerts, and, at the same time, keep up with the trends in nonprofit leadership, fundraising, and strategies.

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Devex
Longing to work abroad? The Devex job board looks like the best place to explore development positions around the world.

There are a couple of things I find appealing about this website and job board. First, Devex is a great place to learn about working for good causes around the world.

International Development (that's the term used for this type of work) can seem strange and unfamiliar to those coming to it for the first time. Devex contains a ton of content that helps with that orientation.

Second, Devex has a presence in the U.S. plus two locations abroad. The jobs advertised range from international NGOs based in the U.S. to postings from overseas. There is a good mix of domestic (U.S.) postings, government postings (for instance, USAID), and international postings from large charities with a global footprint (Oxfam for example),

As a visitor to Devex, you can look at job postings and even apply to some, but there is a paid upgrade that provides more extensive career services.

Nonprofiit Jobs in the UK, Canada, and Australia
Here are three sites for readers in the UK, Canada, and Australia, or people who would love to move there and work there!

Third Sector Jobs - UK

Great browsing for UK nonprofit jobs. This site comes from Third Sector Magazine. Free to browse and use.

CharityVillage - Canada

CharityVillage is more than a job search site. It has a hub of information about charitable work, issues, and trends. There are webinars, articles, and a salary survey report.

ProBono Australia

At this comprehensive site, you can look for nonprofit jobs but also learn about volunteer opportunities, philanthropy, and how businesses work with the charitable sector.

Young Nonprofit Professionals Network (YNPN)
The future of the nonprofit world lies with the next generation. That's why you might want to affiliate with the Young Nonprofit Professionals Network.

YNPN is a networking organization for the younger generation of nonprofit leaders. There are YNPN chapters across the country with thousands of members.

YNPN conducts research on leadership issues, takes part in relevant conferences, and has alliances with many thought leaders. Several high profile foundations support YNPN.

Although YNPN is not a job site per se, we all know that networking is at the heart of career success. Find a chapter near you and prepare to make connections face-to-face.

Encore
Encore was explicitly built for Baby Boomers, many of whom are now approaching retirement.

Retirement is not on the minds of many Boomers. They want a second act, preferably to do some social good. They may volunteer or find a job in a nonprofit organization.

But some wish to start their own nonprofits or become social entrepreneurs. Encore helps make all of this possible, through connections with programs that train older adults for the nonprofit world, competitions that stimulate interest in finding a social need and then filling it, and information about volunteer opportunities of all kinds.

The crowning achievement of Encore has been the annual Encore Prize. The award goes to several people over the age of 60 who use their experience and passion for social good. Each honoree receives cash to further their idea and access to a multitude of resources.

If you are a Baby Boomer, you will find abundant encouragement, ideas, networking opportunities, and job/career possibilities at the Encore site.

Tips for Finding a Nonprofit Job
One terrific way to get your foot in the door of a nonprofit organization is to volunteer. A Deloitte study found 82% of corporate hiring officers are more likely to choose a candidate with volunteering experience, and 85% may be willing to overlook other resume shortcomings when a job applicant includes volunteer work on a resume.2

Browse the sites to see which appeal to you. Then get on their email lists so you can receive newsletters and alerts. Be sure to follow them on Facebook, LinkedIn, and Twitter as well. Some of these sites have excellent resources to help you learn more about job hunting in general and nonprofit work specifically.

You can also learn about the nonprofit world and what it does by reading some of the print and online publications from a number of organizations. Many have free resources that could help you develop a base of knowledge.

The Right Tools for Non-Profit Organizations

Well established non-profit organizations can act as launching pads for various careers in government, business and many other successful ventures. These organizations benefit greatly from using and embracing technology to engage/communicate with supporters. For the most part, NPOs are good places to work where high-achievers can go to make an impact in the world and set themselves apart in an ever-evolving workforce.

Non-profits everywhere, ranging from small grassroots initiatives to some of the most respected organizations in the world are turning to recruitment software to help streamline their hiring and find the best possible people to achieve their goals. Whatever the challenge, the growing HR tech industry offers an abundance of tools to ensure your organization is successful.

In this scenario, modern recruitment software tools offer practical solutions to these common challenges and many more.

  • Non profit recruiters

    Recruiting Volunteers is Time-Consuming

    Finding Top Talent as a Non-Profit

    Measuring an Applicant’s Culture Fit

    Why Traditional Non-Profit Recruiting is Flawed

 

1. Non-Profit Recruitment Teams Rarely Benefit From Deep Pockets Funding Their Operations

Not so surprisingly, charities, community organizations, social welfare organisms, recreational clubs or any other kind of not-for-profit institution don’t always have the budgets that companies in the private sector have. Every single dollar counts when it comes to fixing their budgets and spending. Having said this, choosing the right stack of recruitment tools is critical to saving on their bottom line and hiring the right people to help the organization strive.

Solution Save on Recruiting Costs with Online Interviewing for Non-Profit Organizations

Whether you’re starting off as a small local operation or you’re one of the bigger players in the non-profit sector, with video interviewing software, you can save considerably by cutting down on recruiting times and additional costs (like travel). Whether it’s pre-recorded or live video interviewing, cutting edge and engaging software tools can help NPOs effectively attract and hire the talent they need to accomplish their objectives without breaking the bank.

 

2. Recruiting Volunteers for Non-profit Organizations Is a Time-Consuming Task

While thoroughly screening volunteers might not seem like the best course of action for NPOs who are essentially trying to find all the help they can get, many organizations are realizing that to maintain their reputation, their volunteers need to (at the very least) share in the organization’s values.

 

“More and more organizations are screening all of their volunteers—not just those that work with children, the elderly or the disabled. That’s because they understand that failing to screen everyone means they are risking their organization’s assets, reputation and safety.”

Katie Zwetzig, VerifiedVolunteers.com

Headshot of Katie Zwetzig

Solution Quickly Filter Through Volunteer Applications

You can’t make any mistakes when it comes to vetting volunteers. With a full-service recruitment software including video hiring tools, you can interview potential volunteers at your convenience This allows your team to cut back on wasted time, review as many applications as they receive fast and efficiently, send applicant groups to team leaders automatically, and have access to video profiles for candidates. A proper applicant tracking system enables you to filter out people who may not have the right age or qualifications to help. You can set up custom filters to ensure you have the right volunteers for each event.

3. Non-Profits Must Constantly Be on the Offensive to Source, Hire and Retain Top Talent

With a diminishing unemployment rate in many modern economies, the best talent in today’s labor market has more options than ever before in the corporate world. Modern NPOs – which rely significantly on altruistic, capable and passionate individuals to sell and raise funds for their cause – can also benefit from millennials and Gen Z workers who are more inclined than ever before to work and evolve in the non-profit sector. But the real challenge lies in attracting that talent and getting these particular individuals through the door.

Solution Set Yourself Apart with a Modern Recruitment Process That Showcases Your Company Culture and Core Values

In many cases, for young and talented individuals seeking work in the non-profit sector, making the most money is not the ultimate end-game. In this context, recruiting these individuals is an entirely different endeavor than recruiting for positions in the corporate world. A non-profits’ recruitment process and the candidate experience it provides is an amazing opportunity for organizations to set themselves apart as the vehicle through which talented individuals can make a difference in their communities and help change the world for the better.

Our system enables you to enhance every stage of the recruitment process with videos, whether you are using the platform to filter, screen, qualify or onboard these new members you can incorporate video to ensure the right message is delivered to the right people at every step.

 

4. Cultural Fit Is Important in a Non-Profit Organization, And It’s Not Always Easy to Measure

Some of the best companies today know that culture drives recruitment and retention. Having said this, it takes a certain type of individual to dedicate their time and efforts to working within a non-profit organization. Without the proper tools, it’s not easy for hiring managers to get a total assessment of their candidates so that they can make informed hiring decisions and effectively stack their teams with qualified, like-minded individuals.

In non-profits, as much as recruiting is about sourcing talent and filling open positions, it’s also about treating a prospective employee or volunteer with the same respect as a current employee and about mutual gratitude for the interest in working together. In this line of work, cultural fit is not just a matter of convenience, it’s a catalyst for success. According to Patty Hampton, Vice President and managing partner at Nonprofit HR, having everyone aligned on one common goal and invested in the culture actually drives better long-term results.

Solution Effectively Gauge Personality and Cultural Fit With Video Hiring

With the right hiring platform, you can easily and effectively gauge an applicant’s enthusiasm, professionalism, demeanor and much more before bringing them in for a final in-person interview.

 

“When everyone on your team is invested in your nonprofit’s culture, mission, and goals, they’re also invested in driving long-term success for your organization. Employees who are a good fit with their fellow coworkers, their supervisor and the organization as a whole reported better job satisfaction, a greater willingness to remain within their current organization, and even showed superior job performance compared to those who were not a strong cultural fit.”

Patty Hampton, Vice President and Managing Partner

Headshot of Patty Hampton
 

5. The Non-Profit Hiring Process is Ongoing for Volunteers

For many non-profits, especially when it comes to hiring volunteers, it is not uncommon to have positions that remain open on an ongoing basis throughout the year. In many charitable or community organisms, when it comes to volunteers, a “take all you can get” approach is favored and a healthy, well-stacked volunteer pipeline is ideal.

Solution Set Yourself Up with an Extensive Database of Potential Volunteers and Qualified Administrative CandidatesThe implementation of an up-to-date applicant tracking system to organize, filter and sort through your candidate list can significantly improve efficiency when the time comes to hire new staff for an initiative. Whether you’re looking to test an applicant’s skills, verify their work history, validate their personality or cultural fit or simply to get a better understanding of who they are, the recruitment software you decide on should have all the tools your non-profit organization could possibly need to find the absolute best talent in your area or abroad. The implementation of an up-to-date applicant tracking system to organize, filter and sort through your candidate list can significantly improve efficiency when the time comes to hire new staff for an initiative. Whether you’re looking to test an applicant’s skills, verify their work history, validate their personality or cultural fit or simply to get a better understanding of who they are, the recruitment software you decide on should have all the tools your non-profit organization could possibly need to find the absolute best talent in your area or abroad. The implementation of an up-to-date applicant tracking system to organize, filter and sort through your candidate list can significantly improve efficiency when the time comes to hire new staff for an initiative. Whether you’re looking to test an applicant’s skills, verify their work history, validate their personality or cultural fit or simply to get a better understanding of who they are, the recruitment software you decide on should have all the tools your non-profit organization could possibly need to find the absolute best talent in your area or abroad. The implementation of an up-to-date applicant tracking system to organize, filter and sort through your candidate list can significantly improve efficiency when the time comes to hire new staff for an initiative. Whether you’re looking to test an applicant’s skills, verify their work history, validate their personality or cultural fit or simply to get a better understanding of who they are, the recruitment software you decide on should have all the tools your non-profit organization could possibly need to find the absolute best talent in your area or abroad. The implementation of an up-to-date applicant tracking system to organize, filter and sort through your candidate list can significantly improve efficiency when the time comes to hire new staff for an initiative. Whether you’re looking to test an applicant’s skills, verify their work history, validate their personality or cultural fit or simply to get a better understanding of who they are, the recruitment software you decide on should have all the tools your non-profit organization could possibly need to find the absolute best talent in your area or abroad. The implementation of an up-to-date applicant tracking system to organize, filter and sort through your candidate list can significantly improve efficiency when the time comes to hire new staff for an initiative. Whether you’re looking to test an applicant’s skills, verify their work history, validate their personality or cultural fit or simply to get a better understanding of who they are, the recruitment software you decide on should have all the tools your non-profit organization could possibly need to find the absolute best talent in your area or abroad. The implementation of an up-to-date applicant tracking system to organize, filter and sort through your candidate list can significantly improve efficiency when the time comes to hire new staff for an initiative. Whether you’re looking to test an applicant’s skills, verify their work history, validate their personality or cultural fit or simply to get a better understanding of who they are, the recruitment software you decide on should have all the tools your non-profit organization could possibly need to find the absolute best talent in your area or abroad.

 

Our Nonprofit Staffing Agency

Scion Nonprofit Staffing specializes in, is devoted to, and was born out of the nonprofit sector. We are nonprofit staffing experts.


Since 2006, our partners have been strategically placing executive, direct hire, and temporary nonprofit talent within foundations, organizations, and educational institutions across the United States.

From the largest foundations, universities, and government employers to social services and art organizations, our firm offers tailored recruitment programs to meet your recruitment needs.

As proven experts in nonprofit recruitment, we understand the vital importance of hiring experienced nonprofit talent that is fully motivated by your mission, and that fits within your nonprofit’s specific culture.

We thrive at placing real and experienced people at social causes who are ready to wrap their arms around your mission, feed their respective passions, and in turn help our nonprofit community. non profit recruiters

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WE RECRUIT EXCLUSIVELY FOR:

  • Foundations
  • Social Services
  • Educational Institutions
  • Art Organizations
  • Environmental Entities
  • Health Organizations
  • Science & Research Institutions
  • Museums
  • City and Federal Institutions
  • Unions
  • Religious Organizations
  • Associations
  • Educational Institutions
  • Philanthropic Organizations

 

POSITIONS WE FILL:

Temporary, Permanent, and Executive Level

  • Nonprofit Administration and Support

(EA, AA, Office Management, Reception)

  • Nonprofit Program Staff

(Assistant, Manager, Director)

  • Development / Fundraising

(Assistant, Manager, Grants)

  • Grantmaking / Foundation Specialties

(Program, Research, Impact)

  • Finance

(Assistant, Accountant, Manager, Director)

  • Operations

(Assistant, Manager, Director)

  • Human Resources

(Assistant, Manager, Director)

  • IT & Database

(Raiser’s Edge Administrator, Manager, Director)

  • Marketing, Communications/PR

(Assistant, Manager, Director)

  • Interim & Executive Leadership

(Executive Director, COO, CDO, CFO)