“With the ongoing data-driven environment we are experiencing, our partnership with PRADCO will assist us in our goal of providing customized solutions that help our clients hire top talent for mission-critical positions,” said Dan Charney, president and CEO of Direct Recruiters. “PRADCO set themselves apart from their competitors because they share in our belief that talent acquisition is not a one-size-fits-all proposition. The organizations that are enjoying the most success in this current business cycle are those that have a customized recruiting strategy based on their own specific needs.”
The alliance with PRADCO will enable Direct Recruiters to provide clients with customized assessment solutions. Clients will now have the option to utilize PRADCO assessments to determine which candidates are the right cultural, technical and organizational fit. This includes use of several assessment options from PRADCO to measure candidate behaviors.
Since 1983, DRI has been focused on assisting organizations with recruiting, acquiring and retaining high-impact talent for mission-critical positions.
Recently, DRI announced that it is backing up its executive searches with a retention guarantee of its placements for one to two years. Direct Retention, as the firm calls its new product offering, revolves around a thorough evaluation of candidates by DRI as well as expert independent partners.
“We spent the better part of last year looking at specific reasons why professionals in leadership positions leave companies,” said Mr. Charney. “Then we went through a process of vetting third party partners in order to address those exact reasons. Now, when a client is looking to fill a key position, not only do we recruit, interview, acquire, and provide the traditional services, we take it to the next level and offer a full solution using data and analytics to ensure the right fit and retention.”
DRI’s Direct Retention product involves a team approach that is said to be thorough and well integrated. It starts with a client company having an initial consultation call with each of the firm’s consultants. “From there, together we come up with a candidate profile to include cultural fit, a proper compensation plan and parameters around a relocation package,” said Mr. Charney. “We also can include our law firm partner early in the process to come up with a strategy if we feel it is likely the selected candidate has some type of restrictive covenant.”
Firms Expanding Into New Areas
Search firms continue to break into new areas, be it through acquisition, alliances or providing new services. It’s a trend being seen at both large recruiters and small boutiques as recruiters look to provide clients with services for finding, assessing, onboarding and retaining their senior-level talent. Here’s a look at a few examples taken from the Hunt Scanlon Media archives:
Michael Kelly Associates and Change, Development & Leadership Consulting formed a strategic partnership to focus on employee engagement to foster team building and a united corporate culture for maximum effectiveness. The alliance focuses not only on applying MKA’s knowledge of executive search, but also on enhancing culture through CDL Consulting’s leadership …
Heidrick & Struggles recently formed its new business unit, Heidrick Consulting, bringing together a suite of offerings from its leadership consulting and culture shaping businesses. It offers leadership services in leadership assessment & development, organization & team effectiveness, and culture shaping, all as a full complement to its core executive search business.
ALSpective expanded with the addition of Juliane Nitsche and Michel Moutier as partners and advisors. The pair’s responsibilities include leadership consulting with a specialization in well-being & performance as well as strategy and board services with a new offering in change management.
Major, Lindsey & Africa recently launched a new service known as Legal Talent Management Consulting. Led by Miriam Frank, a partner and vice president, the offering provides lawyers and legal teams with customized consulting services designed to increase performance, productivity and engagement.
Odgers Berndtson expanded its leadership practice to include executive and team leadership assessment, coaching and onboarding. Organizational psychologist Dr. Robert Satterwhite is spearheading the new effort. Dr. Satterwhite has extensive experience designing and delivering robust assessments for measuring executives’ potential, readiness and fit.
The Pi Group expanded its services to help candidates transition to new chapters in their lives. By delivering services through Perpetual Insights, Pi Executive and Perpetual Ambition, The Pi Group is positioning itself, quite methodically, to help client organizations manage their entire talent spectrum.
Morgan Samuels acquired human capital consulting firm Delivery Point Advisors. The company offers a spectrum of solutions designed to help clients unlock potential from their people, including executive assessment and development, high performance team building, functional assessment and …
Greenwood / Asher & Associates and The Devine Group, a behavioral assessment and development organization, formed a strategic alliance to leverage and integrate the science of predictive talent analytics into the executive search and leadership development process. The partnership is designed to tailor an assessment to higher education position profiles.
Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; Stephen Sawicki, Managing Editor; and Will Schatz, Managing Editor – Hunt Scanlon Media