Why Institutions Use Executive Search Firms

Professional search firms have long been used extensively in the private, for profit, business sector. However, the extensive use of executive search firms in higher education, outside of the selection of a president, is a practice of recent years. The decision to use an executive search consultant for an institutional search, versus a staff-managed search process, depends on several factors.

Consider the following factors when making your decision:

How important is the position to the institution?

How quickly must the position be filled?

Is it cost effective and does the institution have the resources to run this search internally?

Does the institution have staff that is experienced in running searches in this area?

Does the staff have firsthand, professional knowledge of the field in which you are searching?

Is confidentiality particularly critical?

Is the fair and objective handling of the candidates critical?

Is the institution confident that it can tap into national and professional networks and find the best person for the position?

Is the position description, salary, and responsibilities current in terms of the market?

How Institutions can profit from using an outside search firm:

There are direct and indirect costs associated with conducting a staff-managed search, from replying to inquiries to calling potential candidates to assess interest. All of these take staff away from their regular responsibilities.

A good professional search firm will find exceptional and experienced candidates regardless of the market conditions or competitiveness of that profession.

Professional search firms have firsthand, professional knowledge of the field.

In many instances, going outside of the institution to conduct a search assists in bringing a level of objectivity to the process which encourages internal candidates and/or candidates that might not otherwise apply. This may combat an incorrect notion that the outcome of the search is predetermined.