“Why Swann?"

“If I were a client why would I work with Swann?”

As we focus on Swann’s competitive differentiation the Swann team constantly asks itself this question. Some of us were clients prior to joining Swann, including me, so for this edition of our newsletter I was tasked putting to paper my rationale along with the reasons that I chose to work with Swann subsequently!

There are the obvious reasons why a single industry search consultant is attractive if you happen to operate in that industry; knowledge of the people is deeper and current; understanding of the issues and drivers is more detailed. Knowledge of projects, particularly those coming to an end that might yield available talent are more closely followed and it is much easier to track “people to watch” in a single industry than multiple industries that generalist firms have to do. Swann’s internal database and network are unique in this regard.

Less obvious are the structural barriers to providing high quality, seamless client service. We work in a global industry and there are just not enough good people to go around. Most Swann searches span multiple jurisdictions. The talent shortage was particularly acute prior to the down turn and is once again appearing on board agendas. This presents a challenge for others that service this sector who purport to be global. While many larger search firms operate under a global brand they are often structured around local profit centers. This means that internal negotiations have to take place before the client is serviced around releasing local candidates, how the fee will be split and who will manage the client. While, at the other end of the spectrum, local boutiques do not have the footprint, are not global in outlook or even international, and work through a loose association or franchise to find key people for their clients through colleagues that are not part of the same organization.

You might say that as long as the job gets done what does it matter? My experience as a client suggests that organizations structured in the way described above bring compromise. Delays occur while fee splits are negotiated, resulting in a loss of energy when a full fee is not at stake and selection does not necessarily include the best candidates who may have been earmarked for local clients. Swann principals own our company worldwide and there are no internal barriers to delivering superior candidates who are likely to be delivered faster and  with greater efficiency.

Swann increasingly is being asked to assist clients with other human capital challenges and has delivered numerous solutions involving compensation, branding, manpower planning, M&A mobility and outsourced HR to clients. Solutions are delivered with a resource sector focus – not reworked ideas from other industries - and are individually developed to differentiate each client in its own unique war for the best talent.

These are good reasons for working with Swann but the most compelling having sat in the client’s chair and more recently, observing Swann from the inside are:

1. Value Creation – Swann relationships are longstanding and deep. We cannot default to IT or manufacturing when the going gets tough – we are in this industry for the long haul and delivering constant value is essential if we are to be invited back by you, our clients. That provides a powerful incentive to go the extra mile.
2. Discretion - We treat our clients and candidates equally and both with the utmost tact. To remain an advisor to the industry’s senior leadership, and career coach to its highest potential stars (through the Swann Royal Family program) requires a pre- requisite; trust. Relationships are sacred.”

Paul Pittman - Managing Director, the Americas & Swann Consulting