Consultants for confidentiality

WHILE there is a cost involved in using a recruitment consultant, it can be more economical than delegating the task to someone in the company.

The cost may be partially offset by the time and cost involved in arranging advertising, taking applications, interviewing and follow-up.

Another good reason for using a recruitment consultant is confidentiality. The employee to be replaced may still be working for the organisation and it may be desirable to find a replacement prior to the termination. Alter-natively, the organisation may simply wish to avoid publicity.

As the name implies, executive recruiters specialise in placing people in senior positions in the upper ranks of an organisation. They will either use a targeted advertising campaign or executive search.

Executive search is proactive and differs from advertised recruitment in several ways:

* Candidates do not have to take the initiative to reply to advertisements

* Candidates are approached directly by a consultant, acting as ambassador for the potential employer

* A logical, systematic approach is used to determine who should be approached as a potential candidate

* The employer’s name is not revealed until the process is well advanced

Executive search is ideal for positions that require specialised skills and disguises personnel needs or business intentions from competitors.

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