Chances are if you’re pondering this question then it is time to begin the process. Companies often wait too long to make the tough decision to either replace a poor performer or add a new staff member. Adding a new staff member brings insight, new skills and energy to a team. Depending on the role, the hiring process can take between two to four months. It’s a good idea to take this lead time into consideration when you weigh the best time to make the decision to hire.

Hiring an internal candidate can be the right solution in many cases. The bottom line is to hire the best person possible for the position. Comparing external candidates to internal candidates is a way to validate you are making the best decision. The last thing you want is to set up an internal candidate for failure. The best decision for the company is the best decision for all parties. Being honest and transparent with your process will help you navigate comparing external candidates to your internal options.

Recruiting from outside the company brings new ideas, fresh perspectives and added talent to the organization. External recruiting opens up opportunities to find experienced and qualified candidates and can also help develop a diverse team of employees. Hiring a skilled and experience external candidate may also reduce training costs and give the organization a competitive advantage. External recruitment may also provide new, innovative ideas for management strategies, creating a forward-thinking approach that stimulates both advancement and growth.

You might get lucky with a job posting, but many times the best candidates are not actively looking at postings. If you do not find the right candidate from a posting the position or searching a resume data base, then you will need the help of a recruiter to access the larger talent pool of passive candidates who are not actively looking for a new job. Recruiting is time consuming. You may not have the right internal resource who can invest the time needed to find the best candidate. Recruiting can be costly but not nearly as expensive as making a hiring mistake. Most estimates indicate that hiring the wrong candidate equates to 3-5 times the salary of the person hired.

Retained Executive Search is the right solution when you need a dedicated resource to managing the process. Typically this is the right solution when you are hiring a C level executive reporting to a CEO or BOD. The process often requires the discretion and discernment of a consultant who has an in-depth understanding of the organization and proven experience leading this type of project. The firm will function as a coach and subject manager consultant as the project manager. The right firm will greatly reduce the risk of hiring the wrong candidate.

Contingent means that you do not pay a fee unless you hire the candidate presented by the firm. A Contingent search is appropriate if you are looking for a resource to supplement your dedicated internal efforts. Comparing qualified external candidates to an internal possibility is a good way to use a contingent recruiter. You should always make sure you have a fee agreement in place with the firm outlining the terms and the amount of the fee.

Commitment is reciprocal. If you commit to a firm with an up-front payment then they will likely place a higher priority and invest more resources in the search. The engagement serves to lock in the commitment and partnership and the firm should demonstrate they are placing a higher sense of urgency on the process than in the case of a contingent search. Both parties need to be committed to a successful outcome if an engaged search is the option.

A contingent search can work well when you are looking on your own but want to supplement your search with additional (passive) candidates. A great result can often be obtained on a contingent basis as long as open communication and trust exists between both parties.

We understand how important “fit” is to the hiring organization and the ultimate success of the new employee. We seek to understand the intangible qualities that align with the company culture and we measure those attributes in a similar way to measuring experience or technical competency. We have methods that we use to evaluate both tangible and intangible qualities to assist in making the best hiring decision.

Mistakes are often buried in paperwork but hiring mistakes show up every day and walk around as an ongoing reminder of the mistake. Studies show the cost of a hiring mistake is easily 2 to 5x annual compensation. Costs may be much higher when considering indirect costs including disruption to staff, client relationships, loss of leadership credibility, productivity, impact on morale and loss of key people associated with bad hire. Using a recruiting or search firm will help expand the pool of potential candidates. The right firm will help you mitigate the risk of making a hiring mistake. Opportunity Cost Have you heard the expression….he or she pays for themselves? Every seat in an organization can’t be filled with an “A Player” but having a B or C player in wrong seat will contribute to losing. Getting from average to good or from good to great involves having the right people in the right jobs. Or….”the right people on the bus” – say’s Jim Collin’s in his iconic book “Good to Great”.

It is hard to place a value on hiring the right person. Part of the equation is understanding the cost of doing it yourself versus outsourcing the work. Conducting a search is a huge investment of time. Most executives and even HR leaders do not have the time to tackle the scope and scale of work needed. Companies spend huge amounts of money to invest in equipment and even furniture but most agree the most valuable asset is people. The ROI of hiring the right person can easily be justified with one of good year of performance. Good people often attract other good people and success can spiral with a strong team. Some positions like a CFO role or a sales role easily show clear returns on investment. A team of A players – priceless.

We have had bad experiences with other recruiters too. There are good and bad recruiters for sure. We differentiate ourselves through our long term relationships. We forge these relationships through careful screening, honest communication with a genuine focus on the relationship. We only want to place candidates who we believe will be successful! Our goals is to help you reach your goals. We understand we will be remembered by our relationship and our placed candidates success.

We can’t find you a job but we can keep you in mind against the jobs we have been engaged to fill. Recruiters are paid by the client company and therefore work on their behalf. That said, a recruiter can function as a confidential set of eyes so you can focus on performing in your current position.

It never hurts to take the call. Even if you are not looking…it is an opportunity to meet a recruiter who might help you in the future. It is also good to understand opportunities that exist in the market and it is always better to keep an open mind.

We’re sorry to hear about your last experience. You should expect professional, kind and honesty from a recruiter. Recruiters… like most professions have good and bad actors. Good should be defined as a sense that the recruiter is listening to you and looking out for what is important for you.

The process is completely confidential. WilliamCharles will not share your information with a client unless you give permission. Ask questions around how things are handled to ensure confidentiality.

The first step in the process is sending over a copy of your updated resume. If we are working on an opportunity that appears to align with your background and experience, WilliamCharles will follow up to set up a time to conduct a deeper dive into your background and experience. If WilliamCharles does not have a position that aligns with your background now, we will gather some basic preliminary information, set you up in our system and be in touch when the right opportunity comes across our desk. Generally – these should be mutual respect partnerships – don’t settle for less.

Recruiters work on behalf of client companies. Typically, the recruiter is assigned to find talent and not to place a candidate. Generally – any recruiter who wants you to work with them exclusively is not looking out for your best interests. You should be open to the right opportunity no matter how it comes your way.

No, it does not cost anything to work with a recruiter. Recruiters are paid by the client, which is the hiring organization.

We work primarily on leadership roles in finance/accounting, human resources, operations, sales & marketing and C-suite roles including President and CEO.

WillamCharles partners with companies in industries including but not limited to: manufacturing, distribution, banking, services, construction, non-profit, food & beverage, medical device, and healthcare.

We encourage you to share as much information as possible in order to get the full picture of your current role and career situation. Not only should you share your current salary, but outline the total compensation package, including any additional perks. Our goal is to connect you with a compelling opportunity that aligns with both your career goals and compensation expectations. We will be candid with you regarding the potential for each opportunity and expect you to keep us fully informed of your current activity, including any changes in your current role or additional opportunities you have in process.

Check out our Candidate Resource Center page for additional resources whether you are looking for tools to help prepare for a panel interview, think your resume could use some refreshing, or want tips on how to begin your job search. Also, make sure to check out our blog regularly for updates on new jobs, career advice, and additional tips to help navigate your job search.