<p dir="ltr">All,<br>
While internal knowledge of the community is key, I think it may confines our search team to only the community, which may or may not deliver the very best candidate. <br>
Couple this with admin & and logistical requirements needed to look for executive candidates in a short period of time and think involving an agency would be more efficient.</p>
<p dir="ltr">My suggestion is to engage a competent agency which can take care of the logistics and initial vetting of candidates, they can then forward the cream to an internal team for a final round of interviews. </p>
<p dir="ltr">This path gives us the best of both worlds with the shortest turn around time.</p>
<p dir="ltr">Regards,<br>
On 20 Nov 2014 11:46, "Mark Tinka" <<a href="mailto:mark.tinka@seacom.mu">mark.tinka@seacom.mu</a>> wrote:<br>
><br>
> On Thursday, November 20, 2014 09:44:57 AM Bill Woodcock<br>
> wrote:<br>
><br>
> > Speaking from my own experience on the ARIN board when we<br>
> > had a similar transition to make, I’d say that<br>
> > “recruitment professionals” are an unmitigated disaster.<br>
> > They’ll find you a set of generic and mediocre<br>
> > candidates, none particularly prepared for the task.<br>
> > After two false starts using “recruitment professionals”<br>
> > we gave up on them and hired someone we knew was capable<br>
> > of handling the job, and who wouldn’t flake out. And<br>
> > that’s worked out really well for us.<br>
><br>
> I'd tend to agree, in this case.<br>
><br>
> We know the community, and that's an advantage worth<br>
> exploiting.<br>
><br>
> Mark.<br>
><br>
> _______________________________________________<br>
> rpd mailing list<br>
><a href="mailto:rpd@afrinic.net"> rpd@afrinic.net</a><br>
><a href="https://lists.afrinic.net/mailman/listinfo.cgi/rpd"> https://lists.afrinic.net/mailman/listinfo.cgi/rpd</a><br>
><br>
</p>