Enhancing Executive Recruitment: The Case For Executive Search Software Over Traditional ATS

Are executive search software an indispensable asset for modern executive recruiters?

“We manage our executive search with the Corporate ATS”.

It’s increasingly the case that corporations are using “direct search” type techniques to fill strategic positions. Be it a member of the C-suite, or a product manager for a new project, organizations are disinclined to limit themselves to active candidates when it really matters.
 

But many embryonic in-house search teams are given technology that is not fit for purpose. The clue is in the name. An ATS is - literally- an applicant tracking system. Passive candidates don’t apply. An executive search team using a traditional ATS is forced to operate with one hand tied behind its back.

Ironically, while these new in-house teams aim to operate like more traditional executive search firms, search firms are genuinely built purely to operate on a search model – ATS systems are rarely considered; instead, these firms tend to rely on dedicated executive search software.

Navigating Unique Workflows

The crux of the matter lies in the type of candidates being pursued. Traditional ATS systems excel in handling a high volume of active job seekers across various industries and levels. These systems streamline the process by managing applications and tracking candidate progress.

However, when it comes to executive recruitment, the narrative shifts due to the nature of senior-level candidates, who tend to be more passive in their job search.

Senior executives, often ensconced in their current roles, usually rely on word-of-mouth networks, industry connections, and direct approaches from executive recruiters for potential career moves. This paradigm shift necessitates a solution that caters to these passive candidates.

The Role of Executive Search Software

1. Targeted candidate sourcing: Executive search software equips recruiters with advanced sourcing tools. Instead of waiting for applications, recruiters can proactively identify potential candidates from extensive databases. These tools help recruiters gather insights into candidates' expertise, professional journey, and accomplishments.


2. Focused outreach and relationship management: Engaging senior-level candidates mandates a personalized approach. Executive search software facilitates precise outreach, enabling recruiters to build rapport, comprehend candidates' motivations, and present opportunities aligned with their aspirations.


3. Maintaining confidentiality: Given the sensitive nature of executive searches, where candidates might be currently employed, confidentiality is vital. Executive search software is designed to manage discreet interactions, preserving candidate privacy.


4. Streamlined hiring manager collaboration: Collaborating with clients is integral to executive search. Executive search software fosters smooth communication, facilitating the sharing of candidate profiles and collaborative decision-making, bolstering the recruiter-client partnership.


5. A comprehensive perspective: Unlike traditional ATS systems that predominantly track the candidate's application journey, executive search software provides a holistic view of the recruitment process. This encompasses monitoring interactions, feedback, and touchpoints with candidates and clients, offering a well-rounded overview.

Conclusion

In an era where securing top-tier talent requires finesse and adaptability, executive recruiters need tools that align with the unique requirements of executive recruitment. While conventional ATS systems serve their purpose of managing large-scale applications, they prove inadequate for the passive nature of senior-level candidates.

The adoption of executive search software not only grants access to refined sourcing and outreach capabilities but also empowers recruiters to navigate executive recruitment adeptly and with a tailored approach.

In a competitive landscape where executive talent is scarce, executive search software emerges as an indispensable asset for modern executive recruiters.
 

Author Bio

Jason Starr is the Chief Executive Officer of Ikiru People. Jason joined Dillistone Group in 1994, becoming Marketing Manager in 1996 and Managing Director of the UK business in 1998. Following an MBO, Jason became the Chief Executive of the Group. Jason was appointed a Non-Executive Director of AIM-listed PCIPAL PLC on January 1, 2015.