10 Myths of Executive Search and Recruitment

Myth 1: Executive Search is the same as any other recruitment process.

Reality: Executive Search differs significantly from standard recruitment processes due to the specialised skills, experience and cultural fit required for top-level positions. It requires consultants to have a deeper understanding of the organisation's strategic goals, culture and long term vision. Developing this understanding means Morton Philips' consultants must spend time building relationships within the organisations we are searching for in order to understand the nuances of their requirements. See our insights on the difference between recruitment and Executive Search here.

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Myth 2: Executive Search firms only find candidates, the hiring decision is left to the client .

Reality: While the final decision does ultimately rest with the client, our consultants play a vital role in advising, assessing and recommending candidates based on their expertise and industry insights. This recommendation is not only based upon our knowledge of role requirements but also on the relationship we have built with both the client and candidates to determine whether they are the best fit for one another. See our insights on the importance of cultural fit here.

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Myth 3: Executive Search is only necessary for large corporations.

Reality: Organisations of all sizes and industries will benefit from Morton Philips' Executive Search services, especially when filing critical leadership and management roles that directly impact on the growth trajectory and long term strategy of the organisation.

Myth 4: The best candidates are actively looking for new opportunities.

Reality: Many professionals from top executives to emerging leaders are not actively seeking new roles. A large part of Morton Philips' approach is to identify passive candidates who's experience aligns with the requirements of the role we are searching for. Our Head of Research, Rachel Francis is responsible for market mapping and confidentially approaching these candidates and working with our consutants to convert these passive candidates into active applicants.

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Myth 5: Executive Search is a quick process.

Reality: Finding the right candidate can take time due to the meticulous process of searching, screening and interviewing candidates who meet the complex criteria for certain positions.

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Myth 6: Executive Search is Expensive.

Not testing the marketing and running tried and true recruitment processes using Morton Philip's Executive Search methodology can be the most expensive and time consuming decision and organisation can make.

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Myth 7: Internal promotions are always better than external hires.

Reality: External hires have the potential to bring fresh perspectives, new skills and industry knowledge to drive innovation and growth that can sometimes be missing from internal promotions. Morton Philips also partners with organisations to provide strategic human resource advice around workforce planning, talent acquisition, employee pipeline and pathways, learning and development and organisational development. Internal candidates are always we received through recruitment processes, this tests candidate's motivations, skills and experience against the market in a fair and transparent manner. Morton Philips treats all candidates with respect and care.

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Myth 8: Executive Search firms rely solely on databases to find candidates.

Reality: While we do tap into our Talent Community to find potential candidates for roles, our consultants also use their extensive networks and industry connections to identify and approach top talent. Working as a collaborative team including Head of Research, Rachel Farrell we ensure we cover the market and present our clients with the best possible candidates.

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Myth 9: Executive Search firms only focus on technical skills and qualifications.

Reality: Successful executive search considers not only technical competencies but also leadership skills, cultural fit and the ability to drive organisational change. So while experience, knowledge and qualifications are important, sometimes the "X-factor" is something that is unquantifiable that makes a candidate a great cultural fit. This X-factor is something our consultants are skilled at identifying, knowing that each role and organisation is unique. Our team also executes thorough back ground checks on all candidates as part of our full process offering.

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Myth 10: Once hired, the Executive Search firm's role ends.

Reality: At Morton Philips, the job is not complete once we have placed a candidate. We provide ongoing support for our clients to ensure that the placed candidate integrates successfully into the organisation. We value our relationships with all clients and candidates and are ready to lend and ear, provide high level and considered advice or share a coffee anytime.

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By understanding these myths, we hope that you have gained some insight into the complexities of the Executive Search process. If you would like to discuss how our team can help you, contact Morton Philips today,

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