Trust …its more than a word!

Filed in HIRING ARTICLES, MUNICIPALITY by on October 27, 2018

 

When it comes to food, you’ve got to be very careful about what you eat and where you buy it …

THE SAME IS TRUE when it comes to executive searches. Be very careful what stories you swallow and be discriminating about the sales pitch you buy into.

A lot of so-called ‘recruiters’ rely solely on advertising and job postings to attract candidates – a badly outdated approach – then call that an executive search! The fact is, that’s ‘Pretend Recruiting.’  These alleged search firms are really nothing more than very expensive, glorified resume sorters. Such misguided efforts can easily turn into not only a very expensive hiring mistake but also YOUR worst nightmare!

Since 2006, Ravenhill has worked exclusively with municipal clients, establishing a reputation for knowing how and where to find ‘TOP TALENT’ – the kind of talent YOU want … and need!

Our many clients appreciate our singlemindedness and focus. It is this same focus that has been behind our dozens of successful CAO/CEO searches across Canada over the past 12 years. In 2018, we’ve landed exactly the type of people they were looking for in the City of Chestermere, Alberta, the Cities of North Battleford and Moose Jaw, Saskatchewan, the Cities of Peterborough and Stratford, Ontario, the Town of Carleton Place, Ontario, the City of Corner Brook, Newfoundland and five others.

Many municipal councils we’ve worked with share similar experiences – some have continually faced the challenge of having to find new CAOs, while others have had the same individual in the job for many years and really never had to look for replacements. We always try to remind our clients that, broadly speaking, there are two types of potential candidates.

  1. LOOKING FOR WORK

There are those who are actively seeking new employment opportunities … many of whom are unhappy or unemployed – or both! Perhaps they were let go from their previous jobs. Running an advertisement will turn up a boatload of resumes from those looking.

  1. NOT LOOKING

Then there are the men and women every municipality would want to be their next CAO. These are the highly desirable, municipal professionals who are busy with their work and have no thoughts about job changes. In terms of job advertising, it’s just a waste of time and money: they’re simply not looking! And even if they were to see your ad, why would someone with a good job risk sending a resume directly in response to an ad, not certain who might be opening the envelope?

So, here’s the question: Which of those two types of candidate would YOU want to attract to fill a vacancy in your municipality? … We thought so!

At Ravenhill Group, we depend almost entirely on our unparalleled knowledge of and personal relationships with the very men and women you want to attract. This is what makes us so effective and, if we may say so, in great demand!

A research statistic suggests that about 10% of all municipal executives fall into the NOT LOOKING category. And it’s with that 10% we spend our time! We either know them or know of them, and we realize that many would consider a job change if one were presented by someone they know and trust.

For the past 11 years, we have been corporate sponsors/members of CAMA, Canada’s premier association for CAOs, with its 500+ members. Across the country, we actively sponsor UBCM, AUMA AAMDC, SUMA, ROMA, AMO, and many others – investing thousands of dollars on your behalf.

Ravenhill Group knows municipal talent … and municipal talent knows Ravenhill!

It takes our kind of genuine knowledge of municipal professionals to avoid “being let down”! Ravenhill Group guarantees to bring that genuine knowledge – along, of course, with our usual dedication and diligence – to your search. And, we back up everything we say and do with our quality guarantee.

Why wait? Give me a shout – today!

Bruce Malcolm

Managing Partner

1-888-447-5910 ext. 727     

 

 

Bruce Malcolm

About the Author ()

Bruce's background includes 30+ years of human resource management experience covering all aspects of HR administration with a clear specialty in team building and recruiting. He created and developed the concept of “Ethical Head-Hunting™”. Bruce began his recruiting career in 1971 with Prudential Assurance.

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