The 68% that Have Moved Executive Search In-House can Turn to ScoutRock for a Road Map

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The prevalence of in-house executive talent acquisition functions continues to expand, yet there's no road map for establishing a successful function.

Providing the Foundation for Executive Talent Scouts

There appears to be a lack of understanding of what genuine executive search consultancies actually do.

The Association of Executive Search Consultants (AESC) report on the executive search industry indicates that 68% of their survey population had in-house executive search functions. This shows a marked increase from 17% in 2005 (AESC’s 2011 Senior Executive Recruitment Survey, the Association of Executive Search Consultants).

While several in-house functions are well established with efficient and effective programs, many are still in infancy or adolescent maturity.

For those that are less mature and who do not have former retained search consultants leading the team,“there appears to be a lack of understanding of what genuine executive search consultancies actually do,” as Tom Bradley, senior search consultant at Euromedica observes in his online article for pharmaphorum (April 10, 2012). Alternatively, where the in-house function’s leadership does have retained search experience, there is often deficit knowledge of overall department management and navigation of corporate operations.

The challenge is that there is no road map for establishing an effective function. Exacerbating the deficits is a dearth of resources to which leaders of executive talent acquisition (ETA) can turn for best practices or consulting.

One organization that does offer services to in-house search professionals is ScoutRock. Intent on filling the void of subject matter expertise, the company provides solution services, benchmarking and networking to the leaders of executive talent acquisition.

ScoutRock’s latest offering, The Eight Pillars of In-House Executive Recruiting, takes a deep-dive in to effective design of corporate executive recruiting programs and some important process and procedure best-practices.

As the trend towards in-sourcing executive recruiting intensifies, practical service offerings likes these will help leaders of ETA enhance the efficiency and effectiveness of this critical support function. One recent participant noted on social media that ScoutRock’s “...webinar presentation regarding the evolving corporate executive recruiting function was "...well organized, thoughtful and offered many constructive suggestions. Well worth attending!” Another noted the webinar was "...very informative and helpful."

“Executing executive searches internally dramatically increases the business impact of the talent acquisition function and raises the visibility of talent acquisition as a key contributor to business performance....” notes John Sullivan, identified as “the Michael Jordan of Hiring" by Fast Company magazine (ERE, July 20 2009). ScoutRock is one of the few organizations providing services supporting the success of this critical function.

ScoutRock ( delivers thought leadership, benchmarking, networking, and consulting services to organizations’ executive-recruiting and executive talent management functions. Providing leaders in executive talent acquisition with forums for knowledge exchange and with solutions for building, deploying, or better leveraging in-house executive recruiting initiatives, ScoutRock serves corporations and not-for-profit organizations as well as government entities.

This article was originally published in Search Consult, a news letter published by Dillistone Systems.

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Caroline, McClure
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