The Recruiter Scorecard is designed to help you select the best executive search professional to work, with should your organization decide, to engage the services of an executive recruiter or an executive recruiting firm. The questions on the Recruiter Scorecard will help you to easily separate the best from the rest.
The goal in an executive search isn’t to find the best talent currently looking for work, or at least it shouldn’t be. What it should be: finding the best talent, period. And herein lies the recruiting challenge: the best talent isn’t looking for work. They already have jobs – good jobs.
Business leaders know that companies with great executive talent significantly outperform their competitors. So, it should come as no surprise that the competition for talent is fierce. Additionally, globalization, attrition, and changing demographics have led to a scarcity of talent. All this to say that effective recruiting is now at the core of what builds competitive advantage.
The Perry-Martel Inside-Out Approach helps organizations to successfully address the recruiting challenge. With the Perry-Martel system, an organization will be able to find the very best, engage their interest, hire them, and ensure they stick around. The Perry-Martel Inside-Out Approach is helping organizations turn recruiting into a competitive advantage generator.
The Recruiter Score Card is abstracted, with permission, from the books, Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition and Executive Recruiting for Dummies.