The landscape of Executive Jobs in the Vietnam market has grown increasingly intricate, making recruitment a matter of strategic importance. The consequences of inadequate hiring practices can be significant for an organization. Compromising on recruitment standards may lead to diminished performance, elevated employee turnover, and subpar customer service.

An error in the recruitment of an executive may result in costs amounting to as much as fifteen times their salary. Consequently, if the hiring process is prolonged or if the selected candidate proves to be unsuitable, the overall expenses will invariably exceed the fees charged by a recruiter.

1: A recruitment firm can help you avoid two common pitfalls

Compromising on standards: An internal recruiter may struggle to identify the ideal candidate, leading the Human Resources Director to lower the entry requirements for the role.

Hiring by “default”: To mitigate risk, many organizations tend to hire candidates with the same profile as the individual they are replacing. This approach is misguided in today’s rapidly evolving environment; your organization should evolve and not simply replicate the previous job holder’s profile.

2: The Significance of Backup Candidates – Head Hunters consistently maintain backup candidates

A recruitment consultant typically ensures that one or two alternative candidates are kept engaged in case your preferred choice declines the offer. Starting the recruitment process from the beginning can be particularly challenging for your organization, especially considering the rapid pace of business today. It is not feasible to take six months to find a replacement for a position.

3: Recruitment Fees

Business owners often assert that recruiters consistently aim to inflate their fees by seeking the highest possible offers. This notion is misleading, as a reputable consultant prioritizes repeat business and referrals. Therefore, it is in their best interest to find the most suitable candidate under terms that satisfy both the client and the candidate.

4: Recruitment Methodology

The HR consultant will oversee and coordinate the entire recruitment process, starting from identifying your needs to extending the offer and facilitating the candidate’s integration into the organization. This process can be time-intensive, allowing you to focus on your core responsibilities. Having an intermediary is crucial during each recruitment phase for several reasons:

• When conducting direct recruitment, it has been demonstrated that your emotions, needs, and desires can influence your perception of the candidate being interviewed, which may lead to errors in judgment. Engaging an external advisor can help mitigate this risk by providing an objective selection process for candidates.
• Candidates consistently favor engaging with a HR consultant instead of communicating directly with the company. They seek an individual who can provide insights into the market, offer guidance, and share information about the company or client.
• Candidates consistently favor engaging with a recruiter because it incurs no cost to them and provides access to a variety of opportunities across different companies. This interaction helps them clarify their career aspirations. A consultant can offer innovative solutions to both the candidate and the client, introducing possibilities that the candidates may not have previously considered.
• A good recruiter will negotiate the best salary without putting either party out of the market. This is a lot harder to achieve for a company or a candidate.
• A skilled recruiter will inform you if a candidate has several offers and will present you with a selection of different candidates. In my experience, it is quite uncommon for a candidate being interviewed to reveal that they are exploring other opportunities.

5: Judgment Errors

Recruitment is among the most challenging aspects of management due to its potential negative repercussions. An experienced consultant familiar with your organization can help you avoid the following common mistakes:

Love at first sight – It should not be overly influenced by emotions. The primary focus must be on whether the candidate possesses the necessary technical skills, personality traits, and cultural fit to thrive within the organization. While it is advantageous to feel comfortable with the candidate, remember that this is a professional relationship, not a personal commitment.

A pleasant candiadte – Exercise caution with charismatic candidates who may lose their appeal once they are no longer beneficial to your organization. Their amiable demeanor can easily overshadow their shortcomings. An experienced consultant can assist you in steering clear of this pitfall.

Clones Standard Candidates – This is what pleases many clients: somebody with the same background as other people in the company. Same school, same experience: he can’t be that bad! A bit of new blood is always good in a company.

6: Talent is not an e-commerce product

Unlike a product that can be bought online, which is devoid of emotions and will consistently be delivered upon payment, talent is inherently unpredictable. Individuals with talent often seek guidance, consult with their families, and may appreciate your company’s values if they are effectively communicated by an external consultant. Therefore, talent requires persuasion.

7: The important of Sourcing

Leading organizations employ comprehensive multichannel strategies to identify and attract talent. Recruiters provide valuable insights into the market and potential candidates. However, simply having access to a wide pool of talent online or through social networks does not guarantee that you will successfully attract and hire the most qualified individuals.

8: Comparison

An effective recruitment firm involves the ability to compare candidates, providing you with options. It is not merely about evaluating a single individual; rather, it encompasses a broader assessment. A professional head hunter will offer you a selection of candidates and inform you about their key strengths, enabling you to promote the position more effectively.

Reason 9: Contingency Recruitment vs Retained Recruitment

A proficient contingent recruiter typically successfully fills about one out of every six positions they handle, yet they extend the same level of service to all candidates. While not every individual they engage with will be placed, the commitment to service remains consistent, as any person they interact with has the potential to become a candidate or a client in the future. Likewise, a client may transition into a candidate. This approach offers substantial value at no cost, making it illogical not to take advantage of these services.

Contingency vs retained assignment It is true that with a contingency contract you can work with multiple recruiters and only pay when a recruitment firm successfully places candidates. But this system has its downsides too, including:

• There is no assurance that the recruitment agency will prioritize you for its best candidates.
• Such recruiters tend to provide limited insights into the job market, functioning more as CV brokers than as true consultants.
• This kind of headhunter can terminate the agreement just as easily as you can.
• Additionally, their guarantees may be brief, sometimes lasting only 90 days, which is insufficient time to evaluate your new hire effectively.

Conclusion:

A digital strategy alone cannot compel talent to move from one organization to another. The key to attracting, engaging, and securing top talent globally lies in a combination of advanced sourcing techniques and personalized consulting services. This dual approach ensures that consultants remain at the forefront of the corporate landscape. This is what we achieve at Invest Talent JSC – Executive Search & Selection.