Your Subtitle text

Specialized Executive Search by J H DUGAN

What is Specialized Executive Search?

What is specialized executive search? We like to call it "boutique executive recruiting," though the terms can be used interchangeably. At J H Dugan Company, we focus on one specific industry: the plastics industry. This is where we come from and where we have built our reputation as a custom plastics recruiter. We understand how the industry functions, which gives us a leg up when it comes to undertaking the time-consuming process of understanding a client's business and fairly representing them.

What is the role of a boutique search firm in filling jobs in the plastics industry?

Here is a list of some of the services we can offer you:

  • Find out who's in your market niche
  • Cast a wider net to increase your chances of locating a superior candidate.
  • Penetrate the market for the real competent impact players and confirming their validation.
  • Preserve confidentiality in strategic planning.
  • Represent mutual commitment to common goals.
  • Evaluate candidates objectively.
  • Advance communication between the client and the search firm.
  • Get reference-givers to really open up.
  • Advise on compensation levels and packages.
  • Confirm existence of Non-Compete and or Non-Disclosure Agreements.
  • Represent your firm fairly and ethically.
Why should you use specialized search firms?
Consider these firms an investment in your business that will allow you to dramatically improve the quality, timing and proximity of your managerial and technical horsepower.

The next time you have an important slot to fill at your plastic manufacturing company, let a boutique recruiter like J H Dugan reduce your costs and give your firm a competitive edge.

"But," you might say, "I can't afford it." Indeed, it is true that an executive search can seem to be expensive. Fees can range from 21 to 35 percent of the new hire's compensation during his or her initial year. It is widely known, however, that the fee for identifying, quantifying, selecting, attracting, referring and ultimately on boarding employees is marginal at best when you consider the real economics of the issue.

Think of it like this: What you really can't afford is making a selection mistake, or settling for less than the best available. What sense does it make to save a headhunter's fee and wind up hiring someone who makes a few $100,000 mistakes, or who puts in a day's work and looks the part, but doesn't really share your values or your motivation?

That's not a recipe for long-term success in the plastics industry.

Advertising, costly in and of itself, simply does not approach the true quality of executive search techniques performed by a specialist. It is speculative hit or miss versus calculated target marketing.

Why has the executive search profession grown so extensively?

The predominant reason is that today, management has matured as a professional function. This development has brought about a realization that the success of an organization depends largely on the quality and performance of its people. The organization with the best executives is most likely to move ahead of its competitors. In fact, employers that use executive search successfully readily see stronger performances and longer employment contracts.

That's because the costliness of errors is extremely high. The wrong hire may hinder or even cripple an organization. The time required to indoctrinate an executive into a new position, give that person sufficient time to demonstrate effectiveness, the agonizing, time-consuming decision to replace them and the costly internal or external recruiting process needed all over again have taught some hard lessons to many companies over the years. It is always preferable to get the process right the first time.

Search firms become the much-needed instrument for bringing underutilized executives into organizations in which their talents could be more effectively applied. Clients of specialized recruiting reveal improved competitive intelligence, better hiring methods and unbiased compensation analysis that otherwise would fall on old thinking and parities.

Most importantly, all of this can be done confidentially. The hiring organization does not want a decision or strategy to be known either internally or by competitors within the business community. Under such circumstances, a talented insider recruiter conducts itself stealthily in order to protect the identity of the organization. It is crucial to avoid telegraphing strategies.

What are the benefits?

The process of specialized recruiting:
  • Defines the true needs of an organization and the kind of executive most likely to fulfill them.
  • Thoroughly searches best candidates regardless of where they may be or how invisible they are.
  • Counsels client organizations on processing and on boarding candidates from the first telephone contact through the interviews to the final hiring decision.
  • Provides third-party optional negotiations between client and candidate that can otherwise be difficult and complex.
  • Conducts confidential and delicate inquiries into candidate records, qualifications and reputation in a way that does not create embarrassment or compromises the recruiting effort.
  • Counsels the selected candidates in extricating themselves smoothly from their present organizations and communities as well as in establishing themselves in their new position.
  • Creates a constant link for best talent at lower costs.
Specialization optimizes recruiting.
J H Dugan reinvents recruiting.
Exponential ROI
Employee longevity realized.

Website Builder