Specialized Executive Search by J H DUGAN

What is Specialized Executive Search?

It’s known as Boutique Executive Recruiting: J H Dugan Company is industry specific; we cover only one sector, The Plastics Industry. More importantly we come from the Plastics Industry we serve. This is a significant factor when confronted with the time consuming process of a Generalist Recruiter getting to know a client’s business in order to fairly represent them.

What is the Role of a Specialized aka Boutique Search Firm?

• Know the who's who of your market niche.
• Cast a wider net to increase your chances of finding a superior person.
• Penetrate for the real competent impact players confirming validation
• Preserve confidentiality, and strategic planning.
• Represent mutual commitment to common goal.
• Evaluate candidates objectively.
• Advance communication between the client and the search firm.
• Get reference-givers to really open up.
• Represent your firm fairly and ethically.
• Advise on compensation levels and packages.
• Provide ongoing knowledge of the best people in your industry segment.
• Confirm existence of Non-Compete and or Non-Disclosure Agreements

Why use specialized search firms?
Look upon hiring a specialized search firm as an investment in dramatically improving the quality, timing and proximity of your managerial and technical horsepower.

The next time you have an important slot to fill let a boutique recruiter like J H Dugan reduce your costs and give your firm the competitive edge.

'I can't afford it,' you might say. An executive search may certainly seem to be expensive (fees can range from 21 to 35% of the new hire’s first year's compensation); however it is widely known the fee for identifying, quantifying, selecting, attracting, referring and ultimately on boarding employees is marginal at best when you consider the real economies.

What you really can't afford is making a selection mistake, or to settle for less than the best available. What sense does it make to 'save' a headhunter's fee and wind up hiring someone who makes a few $100,000 mistakes, or who puts in a day's work and looks the part, but doesn't really share your values or your motivation?

Advertising, costly in and of itself, simply does not approach the true quality of search research techniques performed by a specialist. It is speculative hit or miss versus calculated target marketing.

Why has the executive search profession grown so extensively?

1. The predominant reason is today's maturing of management as a professional function. This development has brought about a realization that the success of an organization depends largely on the quality and performance of its people. The organization with the best executives is most likely to move ahead of its competitors.
2. Search firms become the much needed instrument for bringing underutilized executives into organizations in which their talents could be more effectively applied.
3. Confidentiality. The hiring organization does not want a decision or strategy to be known either internally or within the business community. Under such circumstances a talented insider recruiter conducts itself sometimes in stealth protecting the identity of the organization not telegraphing strategies.
4. Costliness of errors is extremely high. The wrong hire may hinder or even cripple an organization. The time required to indoctrinate an executive into a new position, give that person sufficient time to demonstrate effectiveness, the agonizing, time-consuming decision to replace them, and the costly internal or external recruiting process needed all over again have taught some hard lessons.
5. Employers using executive search successfully readily see stronger performances and employment longevities.
6. Clients of specialized recruiting reveal improved competitive intelligence, better hiring methods, and unbiased compensation analysis that otherwise would fall on old thinking and parities.

Benefits delivered

• Defines the true needs of an organization and the kind of executive most likely to fulfill them.
• Thoroughly search best candidates regardless of where they may be or how invisible they are.
• Counsel client organizations on processing and on boarding candidates from the first telephone contact through the interviews to the hiring decision.
• Provides third party optional negotiations between client and candidate that can be difficult and complex.
• Conduct confidential and delicate inquiries into candidate records, qualifications and reputation in a way that does not create embarrassment or compromise.
• Counsel the selected candidate in extricating himself smoothly from his present organization and community as well as in establishing himself in his new position.
• Establishes a constant link for best talent at lower costs.