Selker Leadership

I have been in the executive search industry for more than 20 years, and I have never seen more commitment to the status quo, regardless of the long term impact. But I can’t say I blame you. Given the odds and the growing reality that the state of economic uncertainty is here for a longer haul than any of us want, more of you are concluding that, “if it isn’t completely broke, we’re not going to fix it.” Bluntly, it makes more sense to stay with the “devil we know”, rather than hiring from outside only to find out that they’re the devil we don’t know.

Unless your organization is clearly in a bind where new leadership is needed from the outside, most of you have determined that the risk of failing with a search outweighs the probability of success. Again, I can’t really blame you.

I have always been a true “maverick” (with apologies to Senator McCain and Governor Palin) in this industry, pushing the boundaries and driving actual value to my clients, and I have a way to defy the status quo and mitigate that risk:

It is called a Benchmark Introduction and it is the new economic model of executive search.

Executive search is an expensive proposition when you have a 50/50 chance of coming out ahead. I know you are all familiar with the economics of traditional executive search: the commitment to pay 33% of an executive’s salary regardless of how long the search takes, not to mention the failsafe built into the contract that says the firm will be paid in full - even if the search is cancelled. Statistics show that with this model there is up to a 35% chance of a mishire even at the most senior level. Nobody wants to take a chance with those odds.

A Benchmark Introduction, on the other hand, starts with intensive research, narrowing desired candidates down to a highly selective group who are contacted to potentially engage in an extremely confidential discussion with a client. A typical executive search generally identifies around 100 people to contact, whereas a Benchmark Introduction narrows this group to the top 20 or so in terms of seniority, skills, experience and accomplishments. As opposed to recruiting someone for a particular position where the interest will either be a yes or a no, a Benchmark Introduction focuses on a strategic value proposition from which a number of option could occur.

This creative solution leverages the best elements of executive search, improving on them to a dramatic degree while significantly mitigating the risk. For a fraction of the cost of a full executive search, you realize these benefits:

A Benchmark Introduction allows you to meet the highest caliber talent in a tightly controlled environment that is also open-ended in terms of intended results.

This highly strategic conversation appeals to senior individuals not normally attracted to a standard recruiting call and search.
Given the lower number of people contacted and the confidential nature of the conversations, a Benchmark Introduction delivers maximum protection to both a company and candidates ensuring that no word will be leaked out either to the general marketplace, or internally within a company.

It may be that the result of the Benchmark Introduction is that a high-level relationship is initiated. It may result in the exploration of a business partnership. It may produce the identification of a specific opportunity, and it could possibly result in the identification of a senior leader who would be an exceptional match for a specific strategic, compelling role.

Our milestone fee structure and industry-leading Performance Values Assessment methodology ensures that you are only investing in the best talent for your organization. And with the placement of a Benchmark candidate, you are insured by our two-year performance guarantee.

What I am proposing is a new way of doing business when it comes to executive search and providing an economic model that removes the risk and provides a solution to the talent issues illuminated by the tough times we are facing. It makes a lot of sense.

The question is: can you afford to stick to the status quo, to this “devil you know” mentality or should you explore a new way of doing business that will bring top level talent into your organization today?