Today, Cornerstone has both Global and Local reach with 70 offices expanded over the Globe and also we are present at every important centre of the world. We have set a very high level of executive search consultants in the industry. We have a reputation is based on building a quality of team that has leadership. Our network is expanded both in India and worldwide so if you decide to work with us then note that you will receive a huge network of connection which will do benefit to your company for a long time. W are known for global executive search firms in India and outside India as well.
Why Us? Administrative Look - We have a matchless ability of research and work. We are well-defined company with complete vision and clear focus. At Cornerstone, we manage versatile types of projects given to us by clients from across the world. We provide a service technique taking both traditional and modern technologies. We look at our projects with a vision and mission. Consultative - Today’s fast growing world has put a focus on giving best performance. We understand the want of transformation that is needed everyday considering the way the time is moving. We are thrived to give a consultative practice for the current business environment. Authoritative Command - An organization can have the best service and products but it is very important to have such authority to execute the best service. We are dedicated into bringing candidates at our company that gives you powerful quality work. We choose potential candidates and transform them into leaders. Skillful Training - After working for 25 years in the industry and building a top level company we know the need of skill for a particular task. If there is the skill then the work produced will be excellent. We give executive coaching as well that is to develop leadership quality and focused career. Smart Results - At Cornerstone, we follow the rule of creating best talents that can deliver a result you expect us from after continues high level of effort. Every project that we deal with is given personal attention with an aim to deliver the best result. Our main goal is to be on the top in international executive search firms in India by providing an exclusive level of service, talent full training and expected results.
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Hiring top talent in the market can make or break your company’s future in today’s competitive environment. Amidst these complex hiring activities, many companies fail to understand how outsourcing their hiring process to a top recruitment firm in India can ease their life for good at the same time can lay a much stronger foundation for the future of their company.
Businesses are often in dilemma over whether hiring a retained executive search firm in India would be a good decision or just be another big hole in their pocket. For those who are not sure about all the positives, executive search consultants bring to the table, here is a list of advantages that you can’t ignore at any cost and would help you make up your mind: Saves Time And Money - They say the money saved is money earned. Outsourcing your entire hiring process to a firm can help you earn a lot of money in sure ways. One, by saving you a lot of time by making your hiring process quicker, efficient, and directed. Instead of spending hours, days, and weeks with a long list of potential candidates, you will be provided with a few potential candidates that are a fit from skill and company culture perspective. All you have to do is pick the one you liked best and you are good to go. Secondly, search firms save you a lot of money by minimizing the risk of a bad hire. According to studies, the losses incurred due to bad hire especially in executive-level positions can run in crores and this is just the time and resources wasted in the hiring process. The damage it could do to the morale of your other employees and the overall retention rate is another silent damage, companies fail to ignore. Expertise - Hiring is a skill that requires a few years to master. So rather than waiting for your in-house staff to become miracle experts, it is better to outsource your hiring to the actual experts who are in the recruitment fields for years. These experienced professionals act as a sounding board and not only help you in recruitment but also help you in planning and strategizing for it in advance. In other words, these professionals can foresee the incoming demand for a new role in the company and can suggest you start the hiring process before the absolute need arises. Access To A Wide Network Of Potential Candidates - The screening approach that these firms follow in order to find the potential candidates is quite different from your in-house team. Instead of waiting for the right candidate to come forward on their own, they go on an all-out search for the right candidate and screen their existing pool thus getting you the best potential candidates in lesser time and more efficiently. Today’s senior executive leadership recognizes how crucial it is to have successful hires at senior management and operational level in order to boost profits, streamline processes, motivate stagnant colleagues and inspire their teams.
On the contrary, the negative impact of making bad hires can do a lot more harm than one can imagine bringing the company to its knees. The world’s most successful businesses invest in their key people by utilizing the services of top recruitment firms in India. Hiring executive search consultants is very important for your company. Here is a list of reasons why: 1. Return On Investment The ROI on investment made in hiring executive search firms to search for employees can be huge in terms of a lot of things. Foremost, the whole hiring process gets streamlined and faster. This helps in saving a lot of time of resources which if converted into money can be a huge cost saving. Secondly, the search firms hire through a large candidate pool they have built with years of networking thus finding you the right fit not only in terms of skills but also in terms of culture. With the right fit, there is an increased performance that trickles down to the teams and thus improves the efficiency of the company boosting profits and extending growth of the company. This ROI can be manifold as compared to what you invested in the first place. 2. Specialist Market Knowledge Another reason why it is important to hire and retain a recruitment firm is the up-to-date market knowledge they bring with them owing to the years of experience gained while working in the industry. A recruitment firm gives board advisory services which are crucial while taking important business decisions in the company. Their market expertise and a well-established network of people can help you identify any potential challenge at an early stage and find a solution for it before it festers to become a bigger problem. 3. Access To Passive Candidates This is extremely important especially when it comes to the top-level positions in the company. Executive search consultants spend a lot of time engaging with passive candidates who are not currently actively looking for an opportunity but would be open to a good one if it presents itself. This increases your potential candidate pool further thereby giving you access to the best possible options in the industry. 4. Confidentiality Some roles are way too important and looking for a candidate to fill an about to get vacant position may lead to an environment of uncertainty in the company. This can be dealt with easily when you have a search consultant by your side. They hold privacy and discretion at the heart of everything they do while looking for a perfect candidate for the given role thus maintaining calm in the organization. Every startup assumes that just because they are strong in their own field of expertise, they automatically would be good at growing a team and mentor it to achieve success. But the truth is quite contrasting. It is never easy to find the right people to help your company thrive especially with the current talent market.
Executive Search Consultants hiring is one of the most critical of the positions to ensure the success of the company. Many companies avoid hiring executive search consultants and go DIY on such crucial positions but that can do more harm then good if they went in the wrong direction. With that in mind, we’re offering 3 tips to help you hire one of the Top Recruitment Firms in India. Don’t Hire Your Referrals Unless They Actually Are The Right Fit From Experience And Culture Perspective This is one of the most common mistakes committed by a startup. Founders and co-founders prefer to add friends and family on their board in the beginning. However, this is a huge mistake because sometimes they lack the relevant experience to do justice to their roles and responsibilities. Not only this poses a negative impact on the overall productivity of the company but it also impacts the team dynamics in the company. Having a firm that offers board advisory services is always a plus as they can guide you on what kind of people you should hire for your core team without basing the decision solely on your personal repo with someone. Understand The Requirements From The Role Before Interviewing People Another unfortunate mistake committed by a startup is that they begin their hunt for a candidate by coming up with a generic job description in order to attract variety of people. This leads to a lot of wastage of time and resources in the process. There always remains a huge possibility that you end up hiring not even a single person because none of the candidates fit the criteria. This can pose a negative light on your brand as an employer. So always be prepared even before going out on your hunt for the agency. Prepare a list of requirements you have so that the potential companies can paint a better picture for how your recruitment will look like once you hire them to work for you. Understand Your Culture And Hire A Culture Fit After the skill set, the second crucial criteria to hire a candidate is the culture of the company and whether the candidate would be the right fit or not. One of the top reasons people do not make it in a job successfully is because the person is not able to fit in the company culture. Culture can be somewhat tricky to define and so it’s even important for you to understand it better before you go out and hire a recruitment agency as this would be their second question to you after they understood the job requirement in detail. The most common question every company asks itself after a point is, “Do we need executive search consultants?” There are many reasons why hiring one of the top recruitment firms in India is the answer to all your hiring challenges in the future.
We have come up with the top 4 Advantages of having a retained executive search firm in India: Streamlined And Focussed Process - A retained search firm incorporates a laser-focused process while filling executive level roles. This can help eliminate the risk of on boarding a bad hire in the long run. Backed by years of experience, the recruiters are focused on the executive search for your company offering extensive talent pipelines and networks. In addition to this, they offer meticulous background checks and reference checking. So to sum up, retained search firms follow a streamlined process and creates a safety net for your organization where hiring becomes speedy and risk-free. Pipeline And Networks - A retained search firm has an extensive network consisting of both active as well as passive candidates thus giving you a wide range of options to pick from. This leads to hiring the best possible candidate not only from the skillset point of view but also from the one who will be a perfect fit from a culture perspective. Retained recruiters owing to their extensive network and years of experience know the best methods to find the highest-quality potential candidates for your company. Experts In Recruiting - Retained search firms have an army of experts to help you with your recruiting needs. They provide expertise in finding the most potential individuals and know-how while handling delicate situations and negotiations. With excellent people skills, they can determine if the candidate will fit into your company’s culture. A retained search can give you the advantage of expertise at each and every phase of the recruiting process right from working on the job description to screening the potential candidates and eventually the onboarding of the right candidate. They can handle all of the communication and can help create and nurture a relationship of trust between all the stakeholders involved that is the organization, candidates and themselves. Time And Cost - Finding highly qualified C-level candidates can be tedious, time-consuming and costly. An in-house recruitment team needs to balance time for the search in addition to the business as usual. This often yields limited search results and also becomes an even more time-consuming process and the longer a position goes unfilled, the more costly it becomes. A retained firm can help you find candidates in less time thus allowing you to save money both in terms of time and also in terms of risk of having a bad hire. The cost of hiring the wrong person can be huge not to mention the potential negative impact on the overall morale of the employees and their productivity. Having the firm by your side will give you the peace of mind thus giving you time to concentrate on tasks that need your immediate attention. In knowing that the best possible candidates are being identified, vetted and presented. When companies seek to hire management and professional talent, they have multiple options to carry out their search. They can manage the entire process internally or they can outsource it to Executive search consultants. In-house recruitment, especially for the top positions, have some limitations over if the company goes for one of the top executive search firms.
Limitations Of In-House Recruitment *** Firstly, many candidates won’t be actively looking for new career opportunities and so they might not respond to your job advertisement. The passive candidates who might not be looking actively but might be interested in the entire process would simply be ignored thus skewing your chances of having the right hire further. *** Small and mid-sized businesses lack the internal resources and experience to attract passive candidates effectively. *** Another limitation is that the in-house recruitment team lack the focused approach thus end up getting a lot of unqualified application. This leads to a wastage of time in the screening process. Advantages Of Hiring Executive Search Firms >>>> A retained firm operates on an exclusive client-centered basis and thus works on a limited number of search assignments at a given time. This ensures speedy delivery process without having to compromise on the quality of the search. They carry out dedicated research while leveraging the full spectrum of both active and passive candidates that are available in the market and therefore manage to find candidates with unique backgrounds. >>>> The second advantage is confidentiality. Executive search professionals work in a confidential manner and will participate in all aspects of the search process, starting from laying down a tailor-made search strategy to providing highly qualified potential candidates who have just the right background and experience for the specific job opportunity and would fit well with the company's culture. >>>> Retained consulting firms are a great option for advanced specialist positions that require a unique set of skills. They are hired for the positions where the risk needs to be minimal and a wrong hire can be disruptive to the company. The retained executive search not only helps provide the potential candidates to pick and choose from, but they also help in the long tedious process of convincing the candidate to make a move from their current company. >>>> Last but not least, hiring is incomplete without the much-dreaded negotiation process and thus having a firm by your side can help you more than you can imagine. With years of experience in this industry, they are well-aware of the nuances involved and can tackle them with ease with no real stress from your end thus freeing your time for priority tasks in hand which needs your absolute attention and are related to the overall growth of the company. The considerable time and effort invested by organizations in recruiting top talent can all go to waste if the new recruits do not feel happy and satisfied in their new work environment. It is the awareness of this fact that leads companies to have a well-thought-of onboarding program in place for their new employees. The primary objective of this program is to make the new joinees feel comfortable and part of the team from day one. To ensure the success of these programs, the top recruitment firms in India advice their clients to steer clear of the below discussed five things during the onboarding process.
Delay The Commencement Of Onboarding Formalities Most companies start the documentation of onboarding process only on the day of joining of these new employees. However, this delayed commencement of formalities can result in delaying the process of getting the employees acquainted with the organization, its culture, and its processes. This might make them feel out of place in a relatively foreign environment and create a sense of alienation quite early on in their tenure. The best way to avoid this situation is to start the onboarding documentation process before the day of joining through a personalized outreach. Loads Of Extensive Paperwork Even though paperwork forms an essential aspect of any new recruitment, it should be restricted to a minimum. Loads of extensive paperwork often makes the new joinees feel confused and demotivated. Moreover, it makes them feel delusional about the technological capabilities of the organizations they have chosen to be a part of. Hence, the executive search consultants advise their clients to adopt digitization and automation of processes to minimize the paperwork and maximize the convenience and innovation for the new joinees. Lack Of Buddy System One of the best ways to ensure the success of an onboarding program and make the new employees feel comfortable in their new environment is to assign an onboarding partner or buddy to them. This strategy makes it easier for the employees to get settled in their new job and feel connected to their immediate teams as well as the organization as a whole. Furthermore, the buddy can help them to better understand the policies and procedures of the company more rapidly and efficiently. Overload Of Information Most companies still make the common mistake of overloading their new employees with too much information immediately after their joining. This, according to the experts from the leading recruitment firms in India, results in poor comprehension of their employer's mission, vision, core values, and business objectives. This situation can be avoided by prioritizing topics that need to be covered and then educating the new employees about the same at an appropriate pace. Lack Of Effective Communication One of the key issues faced by new joinees is the lack of proper communication from their peers and superiors. This results in a reduction in engagement and a sense of connectivity amongst the employees and makes it more difficult for them to settle in their new environment. It is important for organizations to ensure that the supervisors and co-workers hold informal communication sessions with fresh recruits to make them feel valued. It is not uncommon for people to use the term leadership hiring quite commonly for recruitment drives aimed at finding the right candidates for almost any management role. However, most such recruiters fail to understand the fact that the term is indicative of hiring activities focused specifically on recruiting middle management professionals. In some cases, the term may be used while recruiting top management professionals as well but it is never used while hiring for junior management positions. In fact, executive search consultants are of the opinion that leadership hiring is significantly different from any other type of recruitment.
Understanding The Term Leadership Hiring When it comes to defining leadership hiring, the business community, in general, describes it as a process of hiring professionals, who can be considered responsible enough to take care of the people under their charge. However, the perspective of such professionals may vary from one organization to another. While some organizations may consider seniority to be a key trait for leadership hiring others may give greater preference to their skills and expertise. It is essential for recruitment professionals to understand the unique perspectives of their individual clients with respect to leadership hiring to provide them with the best candidates. Factors That Affect Successful Leadership Hiring There is no best process or strategy to ensure maximum success in leadership hiring. This is mainly due to the fact that different agencies operating in this niche use different strategies to identify, engage, assess and hire the best leadership talent for their clients. However, there are several factors that can affect the success of a leadership hiring process, and the most important of these are listed below.
Being aware of these key factors can help people responsible for leadership recruitment to hire the best people to ensure maximum client satisfaction. Leadership Hiring Best Practices To Be Followed Having gained a comprehensive understanding of what matters the most while hiring for leadership positions is simply not enough. The top executive search firms also need to follow the below listed best practices for leadership hiring.
Conflicts are an integral part of any workplace environment since the ties the business markets were established. However, rather than trying to curb these conflict, managing them efficiently is what makes for a great company culture. In fact, efficient management of workplace conflicts is one the desired skills sought by executive search consultants in candidates being considered for management positions. The below discussed tips can help leadership candidates to satisfy this key requirement and play a constructive role in developing a great company culture.
Never Ignore The Conflict Many times the executive managers tend to ignore conflicts believing that they will get resolved with time or to be too insignificant for their attention. In fact, this approach is likely to lead to escalation of the conflict and disrupt the workflow and morale of the organization in a significant manner. As such it is essential for the executive leaders to make sure that they never ignore any conflicting situation at workplace, no matter how small or even irrelevant it might seem. In addition, they should arrange to be made aware of any conflicts that might still be brewing. Explore The Cause Of The Conflict The first step in the direction of resolving any workplace culture is to find learn about its actual causes and establish its authenticity. For this the executive leaders need to talk to all the parties involved in an individual and neutral manner. The objective of such communication should be to establish the actual cause of the conflict and the best possible ways to resolve it in a lasting and effective manner. Many times, the leaders might be surprised to learn that the conflict is nothing more than a simple case of misunderstanding between the involved parties. At the same time, the possibility of unravelling other serious underlying issues is also quite high. Listen Attentively To What Everyone Involves Has To Say While there might be several reasons responsible for the creation and even non-resolution of workplace conflicts, the inability of executive leaders to listen attentively is one of the key contributors. Listening and not just hearing, the views, feelings and opinions of the people involved can help the executive professionals to truly understand all aspects of the arguments and make the best decisions based on this understanding. It is only after gaining a complete understanding of the whole situation that the executives can take the necessary steps to resolve the conflict effectively. Bring The Involved Parties To One Table One of the key aspects of any conflict resolution strategy is to ensure communication between the involved parties. In this context the professional advisors from the top retained executive search firms in India stress on the important role played by the executive managers. They should ensure that all the people involved in the conflict are made to sit down and discuss all the aspects of the problem face to face. It is also essential for the executives to be a part of any such discussion mainly to act as a mediator in case of any disagreements and also to be the neutral voice for ensuring better and effective resolution of the conflict. Over the past several years, business organizations across the globe have become increasingly aware of the benefits of conducting in-house executive search. This has naturally led the hiring organizations to implement this method of recruitment in addition to seeking the services of executive search firms. This not only helps business organizations to save valuable time and effort in hiring the right candidates for the available job posting but also reduces the overall expense of hiring a new executive. In fact, a large number of executive search consultants are offering reliable advice and support to their clients about the best ways to conduct in-house executive search in an effective manner. Discussed below are some useful tips that can prove helpful for organizations and recruiters in this context.
Invest In Professionals With The Right Expertise In order to exploit the benefits of an in-house executive search, it is essential for the business organizations to invest in professional experts capable of handling the task. While this might seem to negate the concept of cutting the recruitment expensive, such investment is essential to get the best results. It will ensure that the whole process is focused on finding the right candidates from amidst the existing members of the workforce, for filling executive positions currently available or likely to become vacant in the future. These experts will use the right tools and strategies for short-listing the most competent candidates and minimizing any chance of error. Streamline The In-House Executive Search Process Streamlining the in-house executive search process is the key to making it faster, more efficient and to get better results. This includes identifying the prospective candidates based on their past performance and achievements within the organization. The search experts also need to have detailed information about the key skills and traits of these candidates along with the one they need to develop. They also need to develop a reliable platform for comparing the skills of the candidates that form a part of this in-house talent pool with any upcoming opportunities. This will make it possible to update the skill set of the most suitable candidates in a timely manner as well as to prepare them for the prospective executive position. Be Sure To Engage The Employees Being Considered Employee engagement is one of the key contributors towards ensuring the success of in-house executive search and recruitment. The level of engagement of the prospective candidates can be decided by the organization and the hiring team. In most cases, it essentially involves informing any prospective candidates about their possibility of joining the organizations executive team in the near future. Such awareness not only motivates the employees to enhance their overall behaviour and performance, but also to try and improve their overall skill set. It also helps in making the workplace positively competitive as the other employees also feel motivated to improve their capabilities and competence. Consider The Personality Traits Of Prospective Candidates The top recruitment firms in India stress on matching the personality traits of the prospective candidates with the requirements of the job position even during in-house executive search. This is because the personality can play an important role in ensuring their success as a top level executive. However, the recruiters need to understand that all executive positions might not have similar personality trait needs. This essentially means that while great communication skills are a must have for candidates being considered for executive positions in the HR department these might not be as relevant for candidates in accounts or IT departments. The above guidelines can helps organizations to find and develop the most suitable candidates for the taking up executive positions in-house. It helps in enhancing the sense of belonging and loyalty of the employees besides preventing workflow disruptions. |
AuthorCornerstone India is a leading player in CXO Search, Board Search for Independent Directors and Leadership Advisory services. Archives
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