Key Aspects of a Total Market Search

In the specialized field of building products and residential/commercial interior products, choosing the right search firm for your hiring needs is crucial. Understanding what makes a total market search different can help you make an informed decision that aligns with your hiring goals.  

Here’s a concise overview of the key distinctions and why retained search might be the better choice for senior-level positions in the commercial and residential interiors industry.

Top 4 Reasons to Choose a Total Market Search

1. You Have a Deadline to Meet

Retained search firms dedicate more time and resources to your search. By taking on fewer assignments, they can focus intently on finding the ideal candidate, ensuring a thorough and meticulous search process. When your timeline is not flexible, a total market search can help you get the best candidate faster.  

2. You Have a Specific Need

The retained search process is thorough, involving in-depth research on both the client and potential candidates, competency-based interviewing, and detailed assessments. This level of attention ensures a higher quality match and reduces the risk of a poor hiring decision. When you have a list of specific or unique qualifications needed, a total market search can help find the pin in the haystack.  

3. You Want a Partner or Advisor

Retained search consultants can act as trusted advisors, offering insights and guidance throughout the entire hiring process—from defining job requirements to onboarding. Their expertise can be invaluable in making strategic hiring decisions and creating an excellent hiring process.  

4. Quality Over Quantity

Retained search produces a smaller pool of high-quality candidates rather than a large number of varying quality candidates typically provided by contingent recruitment. This focus on quality ensures that only the best candidates are considered, increasing the likelihood of a successful hire.

Conclusion

Retained search offers a specialized, thorough, and exclusive approach for senior-level positions, making it an excellent choice for building products companies looking to fill critical roles in commercial and residential interiors.  

While contingent search provides a faster, less expensive option for lower to mid-level roles, it also comes with more hiring risks (but probably still less than hiring on your own).  

By understanding these key differences, you can better align your recruitment strategy with your company's long-term goals, ensuring a stronger, more capable leadership team for the future.

Visit The Bridger Group today to learn the difference we can make for your company.   

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