by Joe Pacini

Created on: June 23, 2008   Last Updated: June 24, 2008

How do you define a world-class partnership in executive recruitment?

The current state of the employment marketplace is a chaotic and tumultuous environment. There is a shortage of true best-in-class professionals that is intensifying as the current generation ages; and, the current workforce demographics cannot support the current growth strategies.

To remain competitive and ahead of the curve, best-in-class organizations continue to search for new answers. This requires entrepreneurial leadership, visionary thinking, innovation, and evolving workforce planning platforms that span recruiting, retention, performance-based compensation and bonuses, and succession planning. Entire organizations must think and act like owners.

A world-class executive recruitment partnership is a critically-important consultancy, a game-changing responsibility that enables organizational success in the recruitment and retention of best-in-class executive professionals. Top-level management consultants will have the experience, knowledge, and judgment integrated directly into and across a comprehensive business solution specifically-designed for your business and vertical marketplace.

The first objective is to invest whatever time and effort is necessary to learn and understand each pressing need, challenge, and strategic objective from various stakeholders. This includes an awareness of your culture, leadership challenges, and current and future executive acquisition requirements. This is the best way to develop real-world, market-based solutions. This process requires close communication, coordination, transparency, and consensus. To effectively source both active and passive professionals, integrate this knowledge into a section of the recruitment methodology, including the creation, execution, and real-time measurement of a recruitment-marketing message and unique sourcing channels.

A twenty-first century comprehensive solution utilizes all available channels and manages both internal and external resources to achieve and exceed corporate goals and objectives. One objective includes being certain that a unique brand message is appropriately broadcast to the correct audience in a professional and consultative manner. You may accomplish this by carefully listening to the direct hiring authority and chain of command, the strategic workforce planning team members, other influential individuals, and dotted-line functional alliances that may interact with this individual. This is often

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