Acertitude is a top-tier executive search firm and talent solutions consultancy focused on a client-inspired delivery model that creates real and measurable long-term value for organizations, while ensuring the positive treatment of candidates. We attract the executives who are uniquely qualified to thrive in your culture, build your business and positively impact the world around them.
A firm with global reach, Acertitude specializes in discovering, engaging, and retaining senior executive leaders in:
Consumer • Industrial • Private equity • Professional services • Technology • Telecommunications + media • Healthcare + life sciences • Nonprofit + foundations
Creating a client-inspired alternative
What’s it about?
A new age in the executive search industry is about to unfold. It’s one that breaks the mold of standard industry practices and utilizes a new delivery model for executive search and integration.
We believe standards need to be redefined to put clients at the center – not just in words but in practice. It’s time for an executive search firm to strive beyond a transactional approach, focused on the point of candidate placement, to one where consultants deliver qualified executives that best match organizations’ long-term goals.
It’s about cultural fit. It’s about finding candidates from fresh research rather than pulling from a firm’s revolving “inventory” or candidate pool. It’s about placing the right candidate, who has been carefully vetted to fit an organization’s culture, with a clear roadmap for success, and rewarding the consultant based on that success.
We think that building client partnerships based on mutual success is key to empowering a much needed shift in today’s executive search industry.
It’s time for a New Era. Are you ready?
Quality of hire
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Data-driven hiring
Only a quarter of global recruting leaders believe they are using data very well in their roles.3
43% of best-in-class organizations have Human Captial Management Metrics in place, compared to 12% of all others.4
75% of recruiters don't use data.5
26% of clients surveyed rank the use of more metrics as the second highest way that search consultants can better serve them.6
Source: 3LinkedIn (2015), 4th Annual Report: 2015 Global Recruiting Trends
4Aberdeen Group (2013, January) Human Capital Management Trends: It’s a Brave New World.
5LinkedIn (2015, March 5), Why Data Empowers Recuriters to Hire Better, Faster
6AESC in association with Gulland Padfield. (2014). The 2013/14 ‘Client Speaks’ Report. Retrieved November 4, 2014, from Association of Executive Search Consultants
56% of Best-in-class organizations combine talent management data with business data compared to 23% of insustry average and 11% of laggard organizations.7
Manager have access to talent data in 63% of Best-in-class organizations, compared to 42% industry average and 38% laggard organizations.7
Top two talent management technology investments cited are tools proving to be the backbone of recruitment: Applicant Tracking Systems (58%) and Pre Hire Assessments (57%).7
Source: 7Aberdeen Group (2013, January) Human Capital Management Trends 2013: It’s a Brave New World.
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Talent brand
Q: Is your business focused on a strong talent brand?
Your answer:
Companies capable at improving employer branding experience 2.4x revenue growth and 1.8x profit margin.1
Highly engaged companies can hire more easily, deliver stronger customer service, have the lowest voluntary turnover rates, and be more profitable in the long run.1
Source: 1Strack, R., Cay, J.M., von der Linden, C. & Hoen, Pl. (2012, August 2). Realizing the Value of People Management. Retreived from BCG Perspectives from THE BOSTON CONSULTING GROUP.
“People” Companies (defined as making “Fortune’s 100 Best Companies to Work For” list at least 3 times in the past 10 years) outperform the market average growth in share price 8 out of 10 years, and cumulatively beat the S&P 500 by 99 percentage points.2
Source: 2Strack, R., Cay, J.M., von der Linden, C. & Hoen, Pl. (2012, August 2). Realizing the Value of People Management. Retreived from BCG Perspectives from THE BOSTON CONSULTING GROUP.
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Integration success
Organizations with a formal onboarding process saw a 60% greater annual improvement in revenue per full time employee.
90 percent of recently hired employees decide to stay or leave within 6 months.
Source: Bauer, 2010
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Candidate care
Q: Have you as a hiring manager asked a candidate or have you as a candidate been asked about your experience?
Your answer:
82% of HR Professionals say candidate reactions to the hiring process are important to their recruiting efforts.
Less than 40% measure that.
32% of global executives say the onboarding they experienced was poor.
After an interview, 61% of candidates want to hear from an employer either way – even if it’s to tell them they are not the right fit for a position.
Sources: CEB; Bauer
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Methods
Old methods never produce unexpected results.
@leadershipfreak (Dan Rockwell)
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Retention failure
63% of corporate leaders think their direct reports are not easily replaceable.
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Value of executive search
Today’s CEOs report that they get their money’s worth from executive search only 21% of the time!
Organizations who get hiring right outperform less capable companies by 3.5x the revenue growth and 2.0x greater profit margin.
38% of respondents said that they don’t have any method for measuring return on investment of a search.
Sources: "TopGrading" - Smart, 2012; Strack, Caye, von der Linden, & Haen, 2012; and AESC in association with Gulland Padfield, 2014
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