Building Internal Executive Search Teams 28 th February 2013 Stephen Buchanan Managing Director Research Europe Ltd

What distinguishes executive search? Seniority? Proactive? Passive candidates? Top talent? Research

Context 25% of Fortune 500 companies now have in-house executive search e.g. Hilton, Pepsi, Campbells Soup Time Warner claims savings of over $100 million since 2003! Early movers in UK market: e.g. AstraZeneca, Asda, RBS Motivations: Cost Speed & volume Developing a integrated talent strategy

Challenges Skills, training & systems Limitations of social media & advertising Lack of intermediary Volume Buy-in from senior management

Skills needed Research & talent mapping Sourcing & informal referencing Engaging & influencing passive candidates In-depth qualifying Negotiating offers Project management

Considerations Do you have an attractive brand? Enough volume? Is there real buy-in at senior level? Can you hire people with re/search experience? Salaries and incentives? Systems and processes? Project management? Database?

Third party providers Search firms Research firms Both Industry expertise Advisory/ consultative Strong intermediary High fees Inflexible fee structures Perceived as slow Skills Flexibility Lower costs Multiple hires Typically more generalist Less able to act as broker in salary negotiations Give external perspective 3 rd party advocates Deliver confidential hires Can be more ruthless

Choosing a research partner Research skills? International reach? Sector/ functional experience? Seniority? Cost

Summary Get buy-in from internal stakeholders Hire in the right skills Put in structures, processes and systems Find good research partners

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