Advisory-Led Approach to Executive Recruitment

In a recent interview with Business Eye Magazine, Gareth Hanna, shared his thoughts on the expanding role of search firms with clients.  

Senior-level recruitment and executive search is not just about finding the right candidate for a role. It involves advising client companies and their leaders on how to prepare and attract the right people to their organisations. At G1 Search, our business operates on two primary fronts: strategic search and talent advisory.

Strategic Search and Selection

Our strategic search focuses on board-level appointments, non-executive directors, C-suite executives, and interim managers. This comprehensive approach ensures that we not only find individuals with the right qualifications but also those who align with the company’s strategic vision and culture.

Talent Advisory

Equally important is our talent advisory service, which guides clients on adopting proactive and strategic approaches to talent attraction. This extends into employer branding, an area essential for building a brand that appeals to potential employees. Many respected brands in their markets find that they need additional effort to become attractive employers.

Employer branding involves creating a consistent message that resonates with potential hires and aligns with the company’s values. This proactive strategy can also be reactive, often referred to as talent pipelining. Talent pipelining is crucial for many well-known organisations today, as it helps in both attracting and retaining top talent.

The Role of Employer Branding in Talent Retention

Employer branding and talent pipelining are not just about attracting the best talent for the present; they are also about retaining that talent. Retention is a significant issue in today’s fickle talent marketplace. It’s essential for organisations to have a consistent message and approach. Without this, employees are likely to seek opportunities elsewhere. The concept of a job for life is outdated; most people now stay in a role for five to seven years before moving on.

This shift in employee tenure is why many organisations struggle with recruitment and staffing issues. Surveys indicate that up to 70-80% of companies face difficulties in these areas. With employee tenures shortening, it is incumbent upon companies to innovate in their approach to talent attraction. It’s not enough to ramp up recruitment efforts only when there is a vacancy. Employer branding and talent engagement must be continuous and integral parts of business strategy.

Investing in Recruitment and Retention

Investing in the recruitment process and maintaining an active, ongoing effort in talent engagement is crucial. Many companies claim their greatest asset is their people, yet often fail to invest adequately in them.

Creating the right culture and looking after employees is not a cost—it's an investment and one of the best investments an organisation can make.

G1 Search’s Commitment to Client Success

At G1 Search, we see ourselves as an extension of our clients’ businesses. We strive to be agile, flexible, and responsive to our clients' needs, moving in tandem with them. We are in a privileged position to play a part in the success of our clients’ businesses and look forward to contributing to their continued growth and achievement.

The full interview is available to read at Business Eye