DALLAS, April 2, 2013 /PRNewswire/ -- Almost every business must deal with changes in its management team at some point. Generally speaking, senior-level and one-of-a-kind position hires are not needed on a frequent basis; thus, many companies, especially small companies, are not prepared to adequately address them when they arise.
Carl Taylor is president of Carl J. Taylor & Co., a Dallas-based executive search firm, which has extensive experience working with smaller companies to help them fill higher-level management and executive positions. Taylor has noticed three common limitations many smaller companies incur prior to contacting him about his services.
Networking with business associates, employees, vendors, customers, and others can be an excellent source of potential candidates; however, every network has its limitations. Taylor has heard from a number of small to mid-size companies which initially sought candidates for middle and senior-level positions through their various networks. After the completion of a recent successful Board of Directors search, the Chairman shared his Board's networking limits, "We exhausted our extensive network of contacts, and Carl was able to present several viable candidates."
Time Limitations and Hasty Decisions
Most organizations want to make sure they do everything they can to find the right person for their open position. The time required to conduct a thorough, objective search of the marketplace can be significant, and most small business owners or others responsible for hiring don't have the available time. Taylor warns that this limited time investment often leads to quick decisions or inadequate evaluations which result in frustrating and expensive hiring mistakes.
Addressing the Specific Need vs. Generic Positions
Some organizations use outside resources, including job board postings, advertising, and third party recruiters to assist them with their hiring need, usually in an effort to save time and/or money. However, Taylor has heard from several organizations how difficult it is to distinguish the company's unique characteristics and culture when these impersonal methods are employed, and often the candidates that respond are not right for the organization. One of Taylor's clients, a River Authority Board Search Committee, which was given the task of finding a new General Manager, recently noted, "We selected Carl J. Taylor & Co. over other recruiting firms because Carl addressed our organization's specific needs and issues."
Management level hires are important for every organization, but a smaller company can be especially hurt by a bad hire. Investing in the time to make a thorough objective search for candidates who are right for the company's specific working environment will minimize the chances of a bad hire and maximize the likelihood of a valuable addition to the leadership team.
Carl J. Taylor is an Executive Search Consultant with over 25 years of experience in the recruitment industry. Carl J. Taylor & Co. has successfully completed challenging search assignments for key Board of Director and Management-level positions throughout Texas, and around the country. To learn more about Carl J. Taylor & Co., call Carl Taylor at (972) 490-7697 or visit the firm's website at http://www.carltaylorco.com.
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SOURCE Carl J. Taylor & Co.