Good HR is contextual. The HR talent pool is very broad, encompassing generalists and specialists with different approaches gained in mature and developing markets and in organisations at varying stages of growth. With our global experience across regions, countries and organisations, we have deep knowledge of what works – and more importantly what doesn’t.

Occupying a key business role, the HR leader is tasked with both helping the organisation achieve its goals today and ensuring it is fit for the future. A strong commercial perspective, collaboration with other functional leaders and competitive foresight are essential to ensure – through strong personal impact – that HR delivers quantifiable value to the business.

Our standing in the global Virtual HR  community and our approach to expert teaming at Boyden secures the best talent for our clients. With our insight into economic trends and developments in the HR function, we know how to assess candidates in a complex, global economy. We go beyond assessing professional experience to uncover how personal values and attitudes will resonate with a client organisation and lead to exceptional engagement and performance.

To attract the best talent, the leader most responsible for talent needs to be best in class, able to develop and implement talent strategies that address the needs of the business. In an environment marked by change, increased M&A activity and global expansion, organizations look to human resources (HR) leaders to feed the talent pipeline, lead change management, measure engagement and tie the culture to business results.

Across all industries, HR jobs are increasingly multifaceted and require HR professionals who are able to expertly administer complex areas of emphasis. From driving organizational performance and building ethics and integrity into company culture, to talent acquisition and enhancement, HR leaders are needed to develop more strategic, business-focused HR organizations.

Recruiting agencies try to fill a large number of posts. They spend a relatively small amount of time in scrutinising each application. The aim is to find ‘good enough’ candidates for different positions. In contrast, executive search companies focus on filling a specific position by hiring the best person for the job.

Executive search companies search, vet, and introduce highly qualified candidates to companies. They generally seek out candidates for senior, executive, and other highly specialised positions. The firms choose from a pool of candidates that best meet the client firm’s needs.

Also known as headhunting firms, executive search companies are a third-party agency acting as an intermediary between the candidate and the company. They may carry out screenings, hold negotiations, and encourage the candidate to accept the job role. However, they don’t do any hiring on their own.

Recruiting agencies also help find and match candidates for a given post similar to executive search companies in the UK. They work with companies directly to fill open positions within a company. Their services include pre-screening candidates and facilitating the interview process. They are also a third-party agency with no association with any company.

Executive search and recruiting agencies may appear to offer similar services. However, there are certain points of differences that you should know. Understanding the differences will help you in selecting the right firm for filling job vacancies.