The 3Cs

In all recruitment/ executive search firms, bellying our work is the tripartite relationship between the 3C’s: client, candidate and consultant.

This tripartite relationship is where each component plays a part in ensuring that an optimal candidate is selected for a role. This relationship begins when there is first, a business deal between the client and consultant. In our business, the client pays for the search fees either upon execution or on successful placement. For the former, this is called a retained fee. For the latter, a contingent fee. The relationship develops and blooms as we reach out to our talent pool and send over suitable candidates to be interviewed by the hiring manager. The selection process is refined on both ends with every level crossed. The relationship reaches a successful conclusion when a placement has been made. Ideally, all three C’s should be satisfied – the client with their new hire, the candidate with his new Company and the consultant with a job well done.

With 17 years in the recruitment business, I have had the privilege of working with clients across a myriad of industries such as healthcare, VC/PE, logistics, Consumer, Govt agencies, Commodities, etc. The dynamics within each industry vary vastly. Some are regulated, while others are not. Some clients will request for us to headhunt from competitors while others prefer not to. And that is the thrill of doing recruitment – the roles and titles may seemingly appear similar but it is my job to figure out the subtle requirements and nuances behind each hiring need. This is what makes my work exciting because conversations, whether with my client or candidate, are not just conversations. These seemingly innocuous conversations help me to finetune my search and to “sniff” if this prospective candidate would be the right fit. I seek to hit the bull’s-eye for both my clients and candidates because then, it would give purpose and meaning to all parties.

Throughout the 17 years, while the heart of recruitment has remained the same, the medium of conversations with our clients have transformed with the passage of time. Face to face meetings, emails and phone calls used to be the norm but Covid ushered in the era of Google Meet, Teams, Whatsapp and emails. In spite of the rapidly changing shifts happening within the industry, two criterions remain unchanging in the quest for searches. First, clients want minimal downtime with candidates as they prefer to have people who are able to hit the ground running. Second, clients want candidates who share the organization’s values. Increasingly, it is not only competency that is crucial but being aligned with the values of the organization is imperative too. And, this requirement is not just sought after by the hiring company. Candidates themselves seek to find purpose and meaning in their work and part of that comes in the form of joining a company that speaks to their ethos.

As such, here is some advice that I would like to share with the hiring managers and organizations who are looking to find their “right” candidate:

1.      Look for a good attitude and a willingness to learn in your candidate.

2.      Look for chemistry between the hiring manager and candidate, a cordial working relationship works wonders towards organization success.

3. Look for alignment of both personal and corporate values.