Snazzy Offices and Glossy Logos, Key To Success?

I recently came across this question in LinkedIn by Martin Dangerfield, a Head Hunter in the United States:

When engaging with an executive search organisation either as a client or candidate, how much of your decision is made on branding, logos and smart offices rather than what the search organisation can deliver?

My answer, which Martin selected as the best one from amongst all the replies he received was:

Dear Martin,

I can tell you that an executive search or Head Hunting firm is not about plush, well appointed offices with snazzy logos. A lot of the business my firm (An HR Outsourcing Organization) conducts with Executive search firms on behalf of our clients, happens over the phone without us even meeting the people of the firm face-to-face even once. This is especially the case when the firm is located in another part of the country.

What makes a difference is the quality of service, vis-a-vis the follow-up, the ability to understand the client's requirements keeping in mind the style of functioning, the business beliefs etc in the shortest possible time, apart from the job specific technical requirements obviously.

For example a candidate who's been part of a set up like Google with it's flat hierachy, might not be the best fit into a traditional, family owned business that is very much into the senior-junior way of working. This inspite of the fact that he/she has the requisite expertise and just the right qualifications. A person or a firm that is able to actually emphatise with the situation without losing the professional touch is what is valued by most companies or candidates.

As you have yourself come to realise, a five star office space is no gurantee of performance, just ask the scores of snazzily appointed New York Law firms that have disappeared over the years.

How successful is your initial contact with a candidate or an organization depends on whether you try or can, connect fast with the candidate or the organization's representative ( e.g: the HR Manager) on an individual basis.

For example: There is a huge difference between thinking " Boeing Corp wants me to find a VP for them" and " The Senior HR Manager from Boeing wants me to help him find a VP for his organization".

When you think in the second way, you immediately start connecting in a more personal (but still professional) way. This would obviously make the Manager more comfortable with you than with the representative of a large search firm.

Regards,

Pankaj