What are the best ways to measure success in your executive search client relationships?

Feedback needs to come even before placement. The process is as important as the placement. Seek feedback throughout, through update calls and meetings. Are you happy with the candidates we are sending for interview so far? Agree time scales and regular meetings to keep the clients in the loop. If the trust is not built at the start, if a problem occurs or a drop out, you need to be able to show your client that you did everything you could, correctly throughout the process. Understand and manage your client expectations.

Gaining, listening to and absorbing feedback can be tricky (especially if it is not the feedback you were expecting!). But the key thing is to act on it - use it as 'feed forward'. According to the messaging, where are you now - where do you need to be - how are you going to improve things to get there? And of course, how will this be a whole-company improvement?

Feedback and surveys only work to a point. Arrange a meeting weekly to get live feedback and track progress. This catches any issues before they happen, but also involves the client in the process! There is a good argument to say once you have negative feedback in writing from a client the relationship is already damaged. Feedback should be proactive on your side, do not leave it until it is too late! Feedback needs to come even before placement. The process is as important as the placement. Seek feedback throughout, through update calls and meetings. Are you happy with the candidates we are sending for interview so far? Agree time scales and regular meetings to keep the clients in the loop.

Setting expectations at the outset of the relationship helps a lot in my experience. I tell them communication and feedback is paramount to me to make sure I'm on the right track. How else will I know if you don't tell me honestly. I say typically it takes me this long to yield this many candidates, and I expect XYZ in return, and we're also going to have weekly check in calls to make sure everything is peachy. I also say I'll be checking in with candidates after they're hired to make sure your company/role is all I sold it to be. This leads to trust (from both of us) and long term, happy clients.

Think about the following: Market Knowledge and Insights: That is, your ability to provide valuable market insights, trends, and intelligence relevant to the client's industry and talent landscape. Time-to-Fill Positions: Measure the time it takes to identify and place suitable candidates in executive positions. Candidate Quality: Evaluate the caliber of candidates presented to the client - their qualifications, experience, cultural fit, and alignment with the client's requirements. Retention Rates: Assess the longevity of candidates placed in executive positions. A higher retention rate indicates successful matches and satisfied hires. Monitor candidate performance and success in their roles over time.

Ask! If you have received great feedback and have built a relationship with a client ask if they would refer you or know of anyone else in their business who could use your services. Also in order to generate repeat business you need to be at the forefront of their mind, what will help them remember you? Regular contact after placement is important it shows you care and the client is not just another tick in a box for you.

Tracking referrals and repeat business is indeed a valuable metric for measuring success in executive search client relationships. It demonstrates high levels of satisfaction, trust, and reputation in the market. Moreover, leveraging referrals and repeat business can lead to increased revenue, network expansion, and cost savings on marketing efforts.

Some ideas - Time-to-Fill: KPI: Average time to fill executive positions. Client Satisfaction Score (CSAT): KPI: Client satisfaction surveys. Candidate Quality Score KPI: Rates presented candidates based on qualifications and fit. Retention Rate: KPI: Percentage of placed candidates retained. Search Progress Metrics: KPI: Milestones achieved in the search process. Market Intelligence Reports: KPI: Number and relevance of market intelligence reports. Client Relationship Duration: KPI: Length of the client relationship. Post-Placement Support Index: KPI: Client feedback on post-placement support. Cost-Effectiveness Ratio: KPI: Compares executive search costs to value delivered. The list goes on - depends on your firm's concerns.

Being authentic is crucial in this industry - like anywhere in life, people can tell if you are 'putting it on' and actually, I can't think of anything more exhausting! Work-life balance, taking time in the day away from your screen, getting out and meeting people face to face all help to keep those feelings of motivation around this role. And remember to block the naysayers around recruitment - what you are doing is important work. You are supporting people through one of the most stressful things they can do in life - make sure you look after yourself too!

Feedback and surveys only work to a point. Arrange a meeting weekly to get live feedback and track progress. This catches any issues before they happen, but also involves the client in the process! There is a good argument to say once you have negative feedback in writing from a client the relationship is already damaged. Feedback should be proactive on your side, do not leave it until it is too late!