How Coaches and Recruiters Can, Together, Protect Our Clients’ Benefits

An executive search professional or “headhunter” is responsible for searching the right and suitable talents to join our clients’ organisations, which our clients have invested and paid well for these services that stands to reason they want to protect their investment.

It is always challenging to keep and retain newly hired executives, some studies have shown that over 40% percent of the external hires failed in their positions within the first 18 months. With the rapid changing environment and competitive talent pools, the number could even be higher. Such failure could be expensive and costly, clients also pay for lost productivity, reputation, negative PR and decreased productivity and morale of the next hire during the time it takes to get him/ her up to speed. While a lot of efforts have been put on managing and minimizing risk, the biggest risk is always losing the talents. What a company could do to ensure the success of the new hired executive could be crucial in order not to waste time and resources.

As a headhunter, I would say it’s always our priority to ensure the new hired fits well with the company and meet the expectation of our clients. But somehow, how to make it more effective is far more complicated and sophisticated. When a new hired gets into the new company, there are a lot of different aspects that need to be adapted, in terms of working style, relationships with the teams, psychological and emotional shock to the new environment and etc. It’s our job to minimise the expectation gap and assist the talents to the new role, we can’t just sell the job and hope that things will work out automatically. That makes us huge advocates of coaching during the onboarding period to protect our clients’ investment and candidates’ benefits.

Based on our experience, professional caches could play a tremendous impact and important role on a company’s ability to retain newly hired professionals, especially for the first 18 months. Various studies showed that over two-thirds of executives have never received coaching or leadership advice from outside consultants or coaches, 100% of those who received coaching said that they enjoyed it.

Coaching is a “one step forward” approach, unlikely traditional training and development, it helps the talents to grow and contribute to the companies. Coaching shortens “start-up” times for new executives, increases learning and accelerates action while improving productivity. But most of all, it’s designed to make sure that our mutual client’s investment is protected.

Contact our consultants to learn more what our company offers to grow and build with our clients together.

https://www.trouve-executive.com/contact