Googly - Resources for Recruitment

I had been wondering about why companies go for retained search firm even whey they cost more, one need to pay a part of the  money upfront (retainer model), and very few firms who do that in comparison to contingent hiring Lots of HR people consider them to be the same and boy are they wrong about it. The basic difference as told to me by Sonia Sharma who leads the retained search business at the  executive search firm - Pipal Tree Services is : Retained Executive search firms They operate on an exclusive, client-centred basis and work on a limited number of assignments at one time. These firms often find candidates with diverse backgrounds and have access to candidates who are not actively seeking a new position. They are engaged in all aspects of the process, from defining the search through candidate integration. They charge a consulting fee (retainer) for the assignment, consistent with their in-depth advisory work. These search consultants deliver high-quality servi

As a retained executive search consultant who works has been working with some of the biggest brand's Sonia Sharma from  Pipal Tree Services  has her own mantra when it comes to hiring top executives. According to her, if an organization is really looking to hire the best talent then it should'nt just rely on the HR department to find them somebody.  The top leaders need to get involved actively to look for them. Here are her recommendations when it comes to hiring the top talent: Create your pipeline for hire Irrespective of whether you are actively hiring or not, you need to build a pipeline of people that you would want to hire. These could be people who aren’t employed by your company, but you see them as people who could work for you one day. The other pipeline is internal, where you have people working in a subordinate role and they are the talent pool that you can dip into next Set a goal of interviewing two people per month Anyone is who is hiring peo