Jones-Parker/Starr

Strategic Consultants to Human Resources

and Executive Search Consulting Firms

Press Release

Is It Time to Move the Executive Search Process Inhouse?

Jones-Parker/Starr asks the Fortune 500s if this is a viable option

Nokri.com, The Global Job Connection, 2000 - ©2000 by Admen International Corp- Research conducted by Jones-Parker/Starr has revealed that the hiring frenzy in the new millennium is creating a talent drain and causing some of the Fortune 500s to think about the best ways to deal with the competition and demand for superior executives.

Venture capital firms with portfolio companies and new start-ups with volume hiring needs must attract quality management.  All are looking to follow the lead of Wachovia Corporation, First Union, Ikon Office Solution, Motorola, Internet Capital Group and other prestigious companies who are creating an inhouse function to take care of their staffing needs.

Over 158 Human Resource executives offered opinions on inhouse search capability in a recent survey conducted by Jones-Parker/Starr, search consultants serving the executive search profession.  Slightly less than half (46%) of the firms surveyed indicate that they have already established a form of inhouse capability by hiring recruiters from recruiting firms. A small group (6%) is considering this option and almost one quarter (23%) feel that inhouse search capability makes no sense.  Few (2%) say they have tried it, but it did not work.

Janet Jones-Parker says, "In spite of the confusion about language and the definition of inhouse search capability, as evident in the number of respondents who said they are satisfied with their 'staffing departments,' it is clear that moving executive search inhouse is an option gaining consideration.  We know that experienced search consultants are being recruited into corporations and venture capital firms."

As expected, cost is a significant reason to consider the inhouse option, with almost half (39%) pointing to dollars as a prime motivator. Faster hiring results (24%) and greater familiarity with the culture (24%) were sited as important reasons for bringing the search function inhouse.

As to whom the corporations would bring in to staff this position, a healthy majority (57%) identify experience in retained executive recruiting as the most desirable background followed by experience in contingency work (22%).

Jones-Parker notes, "Retained search consulting experience is usually better preparation for these positions.  Retained consultants are accustomed to working in highly sophisticated, complex situations with top management.  They know how to determine the fit between experience and talent on the one hand, and culture and organizational need on the other.  They bring superb listening skills and objective judgment to the task."

While acknowledging that the Internet will play an increasingly important role in the selection of employees (69%) below the $150K salaries, outside executive recruiting will continue to be an important factor in the talent wars ahead.  Traditional search firms will be happy to learn that the vast majority of the respondents (93%) still feel that external consultants can attract better talent at the senior management levels.

Jones-Parker concluded, "Talent will rule.  The recruitment process, both external and internal, will continue to need fine-tuning so that companies can attract the highest quality talent available.  There is a possibility that talent agents will become gate keepers and managers similar to the sports agent."

Jones-Parker/Starr is an executive recruiting and human capital consulting firm serving the executive search and senior Human Resources management industry.

Author: Janet Jones-Parker, Managing Director, Jones-Parker/Starr

Janet Jones-Parker founded Jones-Parker/Starr in 1996.  Known as the "recruiter's Recruiter," she has 27 years of experience in human capital consulting.  Before founding Jones-Parker/Starr, Janet was a Vice President and Partner in two of the largest search firms in the United States.

From 1982 to 1990, Janet was President of the Association of Executive Search Consultants (AESC).  Hired to assist in re-engineering the organization, the association had been successfully repositioned and was at the highest level of activity and membership in AESC history at the end of her tenure.

Her experience is complemented by her leadership role in a number of professional women's organizations and is also reflected in her contribution to publications on the search industry.  Janet is a founder of the Committee of 200, Women In Management, the International Women's Forum and currently belongs to the Women's Forum of North Carolina.  

Janet is also viewed as an expert on issues concerning working women and executive search in print media such as The Wall Street Journal, The New York Times, The Chicago Tribune, The San Francisco Chronicle, The Christian Science Monitor, U.S. News & World Report, executive search publications and many local newspapers and magazines.  In addition, Janet co-edited The Executive Search Collaboration:  A Guide for Human Resource Professionals and Their Search Firms, published by Quorum Books in Westport, Connecticut.

In 1973, Janet's search career began when she started her first retained search firm, Management Woman, Inc.  Her firm was the first to specialize in recruiting women and minorities for Fortune 500 companies at senior, management and Board levels.

She received a BA in French Literature from Drew University with additional studies at the London School of Economics and the University of Dijon, France.  She worked as a Group Manager and Supervisor for TWA before starting Management Woman, Inc., in 1973.  

Janet enjoys sailing, foxhunting, hiking and travels extensively throughout the world.

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