Elliot Marsh Ltd

With over 20 years of dedicated experience in executing Executive Search assignments, we have encountered every hiring manager mistake imaginable. By avoiding some of these common pitfalls, you can streamline your hiring process, save valuable time and resources, and ultimately make the best choices for your organisation. 1. Failing to secure the top-tier candidates for your organisation's most critical and high-level positions - when it comes to recruiting for your organisation's most critical roles, working with a reputable headhunter can make all the difference. They will proactively search the market for all the possible suitable candidates, not just the actively looking ones which only make up around 20% of the employment market at any one time. 2. Hiring the nicest person rather than the best one - whilst it can be tempting to lean towards candidates who share our interests, relying on personal characteristics as the primary criteria for hiring can lead to a team of individuals with very similar personalities and hinder the creation of a high-performing team where diverse strengths compensate for each other's weaknesses. 3. Not enough focus on culture fit - when it comes to selecting the right candidate for a new role, skills and experience alone aren't sufficient. Failure often stems from a lack of cultural fit rather than qualifications, so it's vital to incorporate professional psycho-metric profiling tools to help identify more valuable insights into a candidate's work style, motivations, and values. 4. A poor onboarding process - when you invest weeks selecting the perfect candidate for a role, it's vital to continue this attention to detail throughout the induction and onboarding process. Numerous studies have consistently shown that candidates are less likely to thrive in a new role if their onboarding is not properly structured to facilitate a smooth integration, which in turn decreases their chances of long-term success within your organisation. 5. Focusing on cost instead of value - investing a bit more in a quality headhunter will provide better value as lower-cost agencies may take shortcuts and submit a batch of CVs that only partially meet your requirements. Through a more thorough process, a headhunter can identify a candidate who meets all your needs, ultimately reducing the risk and costs associated with having to re-recruit. 6. Engaging multiple agencies - it's a common mistake to think that engaging multiple recruiters for a role will yield better results as research shows that the opposite is true. Recruiters have a higher chance of success when they work on a role exclusively, enabling them to put more effort and focus into finding the right candidate. If you'd like to find out more about our headhunting offering, get in touch with our Managing Partner, James Parr on 0207 206 1206 or james.parr@elliotmarsh.com or click on the book a meeting link in the comments. #Headhunting #ExecutiveSearch #recruitment

When considering the use of a headhunter or Executive Search firm versus a job advert or recruitment agency, clients often seek guidance on the best approach. At Elliot Marsh, our honest and experienced perspective acknowledges that headhunting may not always be the ideal solution for every role. However, based on our expertise, we have found headhunting to be the right choice for organisations facing the following scenarios: 1. Highly confidential roles that require discretion and specialised recruitment methods. 2. Niche roles with specific skill requirements that necessitate proactive market mapping to find suitable candidates. 3. Senior or executive level positions that are critical to the success of the business and demand top-tier candidates. 4. Exhausted all other recruitment methods and options, leaving headhunting as the last resort to fill a specific role. 5. High-profile and visible roles that require proactive recruitment efforts for reputation and talent attraction purposes. In these situations, headhunting has proven to be the most effective solution. Drawing from over 20 years of experience in headhunting, we have encountered and overcome every challenge. If you're unsure whether headhunting is the right solution for you, get in touch for a free, no-obligation, and completely confidential consultation with our Managing Partner, James Parr on 0207 206 1206 or james.parr@elliotmarsh.com or click on the book a meeting link in comments. #Headhunting #ExecutiveSearch #recruitment

Why should you consider using a headhunter or Executive Search firm for your recruitment needs? The recruitment process can be time-consuming and challenging, with no guarantees of finding the best candidate. This is especially crucial for senior positions, where top talent can have a significant impact on your bottom line. Here are the top 5 reasons why headhunting is often the best recruitment methodology: 1. Proactive approach: Unlike traditional recruitment methods, headhunters take a proactive approach by mapping and approaching potential candidates, regardless of whether they are actively seeking new roles. This opens up opportunities to access talent that may not be available through other means. 2. Confidentiality: Headhunters have extensive experience in maintaining the confidentiality of roles throughout the recruitment process. 3. Cultural fit: While traditional recruitment often focuses solely on skills and experience, a good headhunter goes deeper to assess the cultural fit between candidates and your organisation. This is particularly crucial for senior leaders to ensure a smooth transition and long-term success. 4. Value for money: Although headhunters may come with a higher cost than traditional recruitment methods, the value they deliver for senior roles is significantly more. Investing in the best talent for senior positions can have a substantial positive impact on your bottom line. 5. Extensive network: Headhunters have access to a wide network of contacts, enabling them to tap into a diverse pool of candidates. This complements their proactive research efforts and ensures you find the best available talent. By partnering with a headhunting firm, you increase your chances of finding the top talent for your senior and executive roles. This ensures that you secure the absolute best person for the job, benefiting your organisation in the long run. And with over 20 years experience of headhunting, there isn't a challenge we haven't faced before. If you're unsure whether headhunting is the right solution for you, get in touch for a free, no-obligation, and completely confidential consultation with our Managing Partner, James Parr on 0207 206 1206 or james.parr@elliotmarsh.com or click on the book a meeting link in the comments. #Headhunting #ExecutiveSearch #recruitment

With over 20 years of dedicated experience in executing Executive Search assignments, we have encountered every hiring manager mistake imaginable. By avoiding some of these common pitfalls, you can streamline your hiring process, save valuable time and resources, and ultimately make the best choices for your organisation. 1. Failing to secure the top-tier candidates for your organisation's most critical and high-level positions - when it comes to recruiting for your organisation's most critical roles, working with a reputable headhunter can make all the difference. They will proactively search the market for all the possible suitable candidates, not just the actively looking ones which only make up around 20% of the employment market at any one time. 2. Hiring the nicest person rather than the best one - whilst it can be tempting to lean towards candidates who share our interests, relying on personal characteristics as the primary criteria for hiring can lead to a team of individuals with very similar personalities and hinder the creation of a high-performing team where diverse strengths compensate for each other's weaknesses. 3. Not enough focus on culture fit - when it comes to selecting the right candidate for a new role, skills and experience alone aren't sufficient. Failure often stems from a lack of cultural fit rather than qualifications, so it's vital to incorporate professional psycho-metric profiling tools to help identify more valuable insights into a candidate's work style, motivations, and values. 4. A poor onboarding process - when you invest weeks selecting the perfect candidate for a role, it's vital to continue this attention to detail throughout the induction and onboarding process. Numerous studies have consistently shown that candidates are less likely to thrive in a new role if their onboarding is not properly structured to facilitate a smooth integration, which in turn decreases their chances of long-term success within your organisation. 5. Focusing on cost instead of value - investing a bit more in a quality headhunter will provide better value as lower-cost agencies may take shortcuts and submit a batch of CVs that only partially meet your requirements. Through a more thorough process, a headhunter can identify a candidate who meets all your needs, ultimately reducing the risk and costs associated with having to re-recruit. 6. Engaging multiple agencies - it's a common mistake to think that engaging multiple recruiters for a role will yield better results as research shows that the opposite is true. Recruiters have a higher chance of success when they work on a role exclusively, enabling them to put more effort and focus into finding the right candidate. If you'd like to find out more about our headhunting offering, get in touch with our Managing Partner, James Parr on 0207 206 1206 or james.parr@elliotmarsh.com or click on the book a meeting link in the comments. #Headhunting #ExecutiveSearch #recruitment

When considering the use of a headhunter or Executive Search firm versus a job advert or recruitment agency, clients often seek guidance on the best approach. At Elliot Marsh, our honest and experienced perspective acknowledges that headhunting may not always be the ideal solution for every role. However, based on our expertise, we have found headhunting to be the right choice for organisations facing the following scenarios: 1. Highly confidential roles that require discretion and specialised recruitment methods. 2. Niche roles with specific skill requirements that necessitate proactive market mapping to find suitable candidates. 3. Senior or executive level positions that are critical to the success of the business and demand top-tier candidates. 4. Exhausted all other recruitment methods and options, leaving headhunting as the last resort to fill a specific role. 5. High-profile and visible roles that require proactive recruitment efforts for reputation and talent attraction purposes. In these situations, headhunting has proven to be the most effective solution. Drawing from over 20 years of experience in headhunting, we have encountered and overcome every challenge. If you're unsure whether headhunting is the right solution for you, get in touch for a free, no-obligation, and completely confidential consultation with our Managing Partner, James Parr on 0207 206 1206 or james.parr@elliotmarsh.com or click on the book a meeting link in comments. #Headhunting #ExecutiveSearch #recruitment

Why should you consider using a headhunter or Executive Search firm for your recruitment needs? The recruitment process can be time-consuming and challenging, with no guarantees of finding the best candidate. This is especially crucial for senior positions, where top talent can have a significant impact on your bottom line. Here are the top 5 reasons why headhunting is often the best recruitment methodology: 1. Proactive approach: Unlike traditional recruitment methods, headhunters take a proactive approach by mapping and approaching potential candidates, regardless of whether they are actively seeking new roles. This opens up opportunities to access talent that may not be available through other means. 2. Confidentiality: Headhunters have extensive experience in maintaining the confidentiality of roles throughout the recruitment process. 3. Cultural fit: While traditional recruitment often focuses solely on skills and experience, a good headhunter goes deeper to assess the cultural fit between candidates and your organisation. This is particularly crucial for senior leaders to ensure a smooth transition and long-term success. 4. Value for money: Although headhunters may come with a higher cost than traditional recruitment methods, the value they deliver for senior roles is significantly more. Investing in the best talent for senior positions can have a substantial positive impact on your bottom line. 5. Extensive network: Headhunters have access to a wide network of contacts, enabling them to tap into a diverse pool of candidates. This complements their proactive research efforts and ensures you find the best available talent. By partnering with a headhunting firm, you increase your chances of finding the top talent for your senior and executive roles. This ensures that you secure the absolute best person for the job, benefiting your organisation in the long run. And with over 20 years experience of headhunting, there isn't a challenge we haven't faced before. If you're unsure whether headhunting is the right solution for you, get in touch for a free, no-obligation, and completely confidential consultation with our Managing Partner, James Parr on 0207 206 1206 or james.parr@elliotmarsh.com or click on the book a meeting link in the comments. #Headhunting #ExecutiveSearch #recruitment

We're delighted to share the launch of a completely new re-branded website for our sister business, Hiring Wizard. Rest assured, the quality of their candidate attraction and recruitment agency service remains unchanged with their advertisements generating an impressive 50-90% more applications compared to non-Hiring Wizard ads. Explore their new website and share your feedback in the comments section.

With over 20 years of dedicated experience in executing Executive Search assignments, we have encountered every hiring manager mistake imaginable. By avoiding some of these common pitfalls, you can streamline your hiring process, save valuable time and resources, and ultimately make the best choices for your organisation. 1. Failing to secure the top-tier candidates for your organisation's most critical and high-level positions - when it comes to recruiting for your organisation's most critical roles, working with a reputable headhunter can make all the difference. They will proactively search the market for all the possible suitable candidates, not just the actively looking ones which only make up around 20% of the employment market at any one time. 2. Hiring the nicest person rather than the best one - whilst it can be tempting to lean towards candidates who share our interests, relying on personal characteristics as the primary criteria for hiring can lead to a team of individuals with very similar personalities and hinder the creation of a high-performing team where diverse strengths compensate for each other's weaknesses. 3. Not enough focus on culture fit - when it comes to selecting the right candidate for a new role, skills and experience alone aren't sufficient. Failure often stems from a lack of cultural fit rather than qualifications, so it's vital to incorporate professional psycho-metric profiling tools to help identify more valuable insights into a candidate's work style, motivations, and values. 4. A poor onboarding process - when you invest weeks selecting the perfect candidate for a role, it's vital to continue this attention to detail throughout the induction and onboarding process. Numerous studies have consistently shown that candidates are less likely to thrive in a new role if their onboarding is not properly structured to facilitate a smooth integration, which in turn decreases their chances of long-term success within your organisation. 5. Focusing on cost instead of value - investing a bit more in a quality headhunter will provide better value as lower-cost agencies may take shortcuts and submit a batch of CVs that only partially meet your requirements. Through a more thorough process, a headhunter can identify a candidate who meets all your needs, ultimately reducing the risk and costs associated with having to re-recruit. 6. Engaging multiple agencies - it's a common mistake to think that engaging multiple recruiters for a role will yield better results as research shows that the opposite is true. Recruiters have a higher chance of success when they work on a role exclusively, enabling them to put more effort and focus into finding the right candidate. If you'd like to find out more about our headhunting offering, get in touch with our Managing Partner, James Parr on 0207 206 1206 or james.parr@elliotmarsh.com or click on the book a meeting link in the comments. #Headhunting #ExecutiveSearch #recruitment

When considering the use of a headhunter or Executive Search firm versus a job advert or recruitment agency, clients often seek guidance on the best approach. At Elliot Marsh, our honest and experienced perspective acknowledges that headhunting may not always be the ideal solution for every role. However, based on our expertise, we have found headhunting to be the right choice for organisations facing the following scenarios: 1. Highly confidential roles that require discretion and specialised recruitment methods. 2. Niche roles with specific skill requirements that necessitate proactive market mapping to find suitable candidates. 3. Senior or executive level positions that are critical to the success of the business and demand top-tier candidates. 4. Exhausted all other recruitment methods and options, leaving headhunting as the last resort to fill a specific role. 5. High-profile and visible roles that require proactive recruitment efforts for reputation and talent attraction purposes. In these situations, headhunting has proven to be the most effective solution. Drawing from over 20 years of experience in headhunting, we have encountered and overcome every challenge. If you're unsure whether headhunting is the right solution for you, get in touch for a free, no-obligation, and completely confidential consultation with our Managing Partner, James Parr on 0207 206 1206 or james.parr@elliotmarsh.com or click on the book a meeting link in comments. #Headhunting #ExecutiveSearch #recruitment

Why should you consider using a headhunter or Executive Search firm for your recruitment needs? The recruitment process can be time-consuming and challenging, with no guarantees of finding the best candidate. This is especially crucial for senior positions, where top talent can have a significant impact on your bottom line. Here are the top 5 reasons why headhunting is often the best recruitment methodology: 1. Proactive approach: Unlike traditional recruitment methods, headhunters take a proactive approach by mapping and approaching potential candidates, regardless of whether they are actively seeking new roles. This opens up opportunities to access talent that may not be available through other means. 2. Confidentiality: Headhunters have extensive experience in maintaining the confidentiality of roles throughout the recruitment process. 3. Cultural fit: While traditional recruitment often focuses solely on skills and experience, a good headhunter goes deeper to assess the cultural fit between candidates and your organisation. This is particularly crucial for senior leaders to ensure a smooth transition and long-term success. 4. Value for money: Although headhunters may come with a higher cost than traditional recruitment methods, the value they deliver for senior roles is significantly more. Investing in the best talent for senior positions can have a substantial positive impact on your bottom line. 5. Extensive network: Headhunters have access to a wide network of contacts, enabling them to tap into a diverse pool of candidates. This complements their proactive research efforts and ensures you find the best available talent. By partnering with a headhunting firm, you increase your chances of finding the top talent for your senior and executive roles. This ensures that you secure the absolute best person for the job, benefiting your organisation in the long run. And with over 20 years experience of headhunting, there isn't a challenge we haven't faced before. If you're unsure whether headhunting is the right solution for you, get in touch for a free, no-obligation, and completely confidential consultation with our Managing Partner, James Parr on 0207 206 1206 or james.parr@elliotmarsh.com or click on the book a meeting link in the comments. #Headhunting #ExecutiveSearch #recruitment