Retained Search Concept is Often Misunderstood

In an era where cost-

effective processes and

bottom line results take

priority in just about every

managed project, it is

surprising how corporate

executives and human

resources managers view

the concept of retained

search.

The Retained Search Model Acquires Top Talent

When it comes to talent acquisition and acquiring BOTH

executive level and KEY engineering, sales, and operations

human capital in today's marketplace, one would think that

the retained search model would be used in a ubiquitous

manner. However, that's rarely the case.

Few Understand the Retained Search Ecosystem

The concept of retained search is often an

antithetical hiring process to all but a few of

the seasoned and savvy hiring authorities.

Over the years this has

continued to be

somewhat of a mystery to

those of us who

understand the true value

of the retained search

model.

Myth – Contingency & Retained have Equal Value

While business in general wants the best results for the

lowest investment, it seems they continually stumble

with the false idea that contingency search cost less

then retained search.

Myth - Retained Search Cost More than Contingency

It appears that the

majority of hiring

authorities see the

retained model as

involving too much

commitment and costs

outside of the normal

recruitment expenses.

Measuring the Investment

As previously stated, a long-standing complaint

of clients has been the perceived notion of high

search fees.

This ridiculous complaint is compounded

during tough economic times when budgets

are cut and scrutinized.

Measuring the Performance

When one considers the financial commitment

of the contingency search firm in its entirety ,

the numbers simply don’t add up.

Especially when you compare the investment

of time and resources of the retained firm in

the search process.

You Want Results!

The benefits of retained search are

innumerable when compared to

contingency search.

“A Players” presented by a retained

search firm, when hired, produce 8

to 10 times more than “B Players’.

(Mercer Management, 1999).

Why would you

even consider hiring

the average B or C

player presented to

you by a

contingency based

search firm?

Contingency Search Lacks Resources

Time after time

we have seen the

total disaster

created in a

contingency

search effort

where the

communication

was ineffective

and resources

woefully

inadequate.

Is Your Key Search a Train Wreck in Slow Motion?

When you see this type of scenario unfold, it’s

akin to watching a train wreck in slow motion.

You know what’s going on, you see it coming,

you try and stop it but alas, to no avail.

Taking Too Long to Fill?

Meanwhile,

the client is

still looking

for an

exceptional

candidate to

fill a critical

need.

The loss does however, exist.

The vast

amount of

revenues or

product

delivery lost as

a result of not

finding the right

candidate in a

timely fashion

is largely

unknown.

Why Continue to Roll the Dice? Trying to fill a

“key” position

that has been

open for months

without an

effective

offer/close?

Frustrated with

relying upon

job boards,

contract

recruiters, and

contingency

search firms to

perform?

How much “Lost Revenue” can you afford?

This is just one of many

tangible cost effective

items that need to be

looked at when

considering the benefits

of retained search.

Compare the lost revenue, failure to

fix a product or service issue, or meet

a customer need when candidates

presented to you don’t meet your

expectations?

Small Investment = Effective Search

At the end of the day, the

advantages and cost

effectiveness of a

retained search far out

weigh the initial

investment in the hiring

process.

The Fear of Partnership

Yet as amazing as it

sounds, hiring

managers have a fear

of partnering with a

retained search firm

and committing to a

process that requires

a contract and

performance based

search fees.

Retained Search Saves Time and Money

In reality a good

retained executive

search consultant

will in effect make

the hiring manager

look good and save

them money and

time both now and

down the road.

Common Reasons Employers use to justify a Retained Search

More Reasons used to justify a Retained Search

KEY Reasons Employers use to justify a Retained Search

Benefits of Retained Search

Faster, more economical, particularly when the

candidates hired are validated to meet or exceed

Performance Objectives

Confidentiality

Provides in-depth search, detailed candidate dossiers,

candidate de-briefing, interview preparation, offer

negotiation, acceptance

More Benefits of the Retained Search

Relieves company of considerable administrative cost,

risk and managerial time plus retention is longer.

Minimizes the possibility of candidates accepting

counter offers.

Relationship, Knowledge and Experience is Key

Fosters a bond between the retained search firm and

the client company.

Develop in-depth knowledge of the client culture,

products or services, objectives, history, and

management vital to recruit top talent.

Performance Based Search Process Delivers!

Unlike contingency firms

who represent the

candidate and most

retained search firms

that collect the entire fee

regardless of whether

they satisfactorily

complete the search,

NextGen’s fees are based

on meeting delivery

milestones.

NextGen Global Executive Search

represents the client as the customer.

Unique Proven Search Process

Our proprietary

Performance Based

Search Process

identifies and recruits

the most qualified and

talented individuals

who are typically not

on the market.

The Power of the Performance Based Retained Search

The performance based

retained search assures

the Client that NextGen

earns the fee in

accordance to meeting

delivery milestones and

the hire of one of our

finalist candidates,

therefore the risk factor

is on NextGen and not

the Client.

Client - Focused

Wireless Systems & Mobile NetworksRAN Systems - 4G LTE DAS - RF Components - Unified Communications

Energy MarketsOil & Gas - Upstream - Downstream - Midstream

Utilities - HV Power & Nuclear - Power Generation Renewables – Wind - Solar - Geothermal - Wave/Tidal

Digital Media - Connected Devices - Mobile AppsSocial Networks - Semantic Web Smartphones - Tablets - Android

iOS - Windows Mobile - Mobile Search - Advertising

Performance Based Retained Executive Search

Decision Makers Key Technical Leaders

Senior Executives

CEO, CTO, COO, CIO

SVP, VP, Director Sales, Biz Dev

CMO, VP Marketing & MarCom

SVP, VP, Director Engineering

SVP, VP, Director, Product Management

CFO, SVP, VP Finance

SVP, VP, Director of Operations

Chief & Principal Engineers

http://www.nextgenges.com/

Conferring with Clients

Defining Performance Objectives & EVP

Defining the Skills Required

Identifying the Intangible Traits

Determine the Critical Goals and Success the Candidate will be Accountable for

Develop the Search Strategy

Sourcing, Interviewing & Screening

Series of In-depth Interviews

Customized Behavioral Testing & Analysis Measures the Quality of Hire

Behind the Scenes Industry References

Presenting Shortlisted Candidates

Sr. Recruiter Videotapes, Assesses, and Determine Finalists to Present to Client

Face-to-Face Interviews, Offer, and Close

Our Search Method Defined

Offices in Chicago, Annapolis, Palo Alto, Boston, Dallas, Nashville, London, UK

Charles Moore

Managing Partner

Practice Lead Wireless Telecom: Systems, Mobile Networks, RF Components

Digital Media: Connected Devices, Mobile Apps, Semantic Web

Energy: Oil & Gas, Utilities HV Power & Nuclear, Renewables

Toll Free: (888) 501-5580 x 102

Office: (630) 560-4412 x102

Direct: (615) 823-2852

Fax: (888) 505-3656

Email: charles@nextgenges.com