Executive Search & Selection

Hiring Executive Level Aerospace Talent

Who can deliver the BEST results? ” Head-Hunters” or “In house Recruiters” 

 


FACT: Finding talented aerospace executives and managers during the next decade will be the greatest challenge for the Aerospace Industry and their supply chains.

There is a very distinct difference between hiring the best talent IN the market and the best talent ON the market. Clients will typically differentiate these two by saying the best candidates are:
The candidates with the best resumes OR the ones presently working for large companies and organizations OR the ones with the best experiences and education from the most prestigious universities and colleges.

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What is the right answer?

The number one answer given by surveyed clients suggests the best candidate talent IN the market are most likely those candidates or individuals who are NOT actively searching for a job. In other words passively IN the job market .

As an experienced search practitioner with 30 years experience recruiting global executives, I have learned that the most talented candidates expect to be wooed to their next position from one of their competitors. Top executives and managers are not excited by being the best technical fit to your detailed job profile. Top executives don’t have time to look for jobs as they are too busy fulfilling their current roles. The best candidates are not actively looking for new opportunities. They are strategically motivated to their chosen career path. They therefore need to be sold on your particular career opportunity, company and corporate culture. Is your inhouse recruiter aware of this?

Does your inhouse recruiter target your best competitors, know who to contacts and how to effectively sell your executive/management career opportunities? If you are not using a Headhunter you are not likely hiring the best talent from the entire candidate talent pool; You are only hiring the best available talent from much smaller puddle.

Head-hunters are committed to building strong business relationships within their candidates. Hiring the best candidates requires recruiters who are industry knowledgeable, passionate, dedicated and committed to achieving results. Headhunters who live, eat and breathe recruitment 24/ 7 and 365 days a year.

A good Headhunter will know who the most talented individuals are and where they are. They can differentiate the producers from the slackers and underachievers. They know which candidates  operate below the radar screen and they also know the candidates possessing the greatest potential. Headhunters do the hardest part of recruiting for you. They establish and develop the candidate relationships, selling their clients career opportunities and company values. They are trusted to identify the progressive career opportunities executives have specified to the headhunter.

The economic value of hiring talented aerospace executives and managers are also obvious, More Profits. Employers that hire the most talented executives often win and retain more customers. Paying Headhunting fees are incidental and have less impact on your hiring costs than you might expect. Especially when compared to the costs realized in salaries and benefits paid to average or less than average performers.Think of the lost opportunities with average performers versus the possible profits generated from superior performers. Not to mention the sizable (P&L) businesses they control.

The best Headhunters will also typically structure their hiring fees to accommodate the budgets of their clients. At ABA Group Inc., we understand the basis of profitable win/win client relationships.

ABA Group Inc. maintains a global network of industry experts to the Aerospace  Industry. Partnering with our customers we guarantee quality hiring results.

Allen Ballach,President,ABA Group Inc.