A Look at the Trends Impacting Executive Search Today

November 15, 2024 – Recruiting top talent today is more complex than ever. Return to work, the ban on non-competes, and the critical importance of company culture are changing the way we approach executive search. But these are not the only factors influencing recruiting practices, according to Alissa Henriksen, co-founder and co-president of Grey Search + Strategy. “More trends continue to develop in the world of executive recruiting,” she said. “Companies and employees seek diverse leadership with a new definition of executive presence.”

“Candidates continue to evaluate potential employers’ diversity, equity & inclusion (DE&I) efforts,” Ms. Henriksen says. “New technologies like artificial intelligence are impossible to ignore. These trends bring many complexities for recruiters and companies to navigate, but taking time to understand the nuances can help you leverage them to your advantage in today’s competitive job market.”

With over two decades of experience in the executive search industry, countless trends have impacted the way Ms. Henriksen approaches her work. “Today, clients are navigating a complex web of emerging technologies, new regulations, changing workplace dynamics, and shifting company and candidate expectations,” she said. “Whether you’re a seasoned executive or a hiring manager looking to attract top talent, understanding these trends is crucial for staying competitive in today’s rapidly changing job market.” In this article, Grey Search + Strategy dives into a few impactful trends currently influencing executive recruiting.

Trend #1: A New Standard for Executive Presence

“Growing up, my dad always talked about the importance of respect, honesty, and staying true to oneself,” Ms. Henriksen reflects. “He believed these qualities are the makings of a truly great leader. In reality, the standard for executive presence in corporate settings has typically centered around gravitas and pedigree. Until recently, that is.”

Related: Use AI to Elevate Talent Acquisition

In the wake of many social, political and economic changes of the past few years, Ms. Henriksen says that the definition of “executive presence” is broadening, and the qualities employees seek in their leaders have changed. An article in HBR earlier this year discusses the new ideal for leadership traits, including:

• Inclusivity – leaders who embraces diversity in thought and experience drive innovation, progress and growth.
• Respect – employees thrive where they feel valued and where they have opportunities to excel.
• Authenticity – when leaders show their teams who they are and what they stand for, they build stronger relationships and foster a sense of loyalty.

“Recruiters and candidates alike should be prepared to discuss these valued leadership traits during interviews,” Ms. Henriksen said. “Based on my years of experience in executive search, accountability is another prized quality that aspiring leaders should discuss. Leaders are human; they will make mistakes. The ones that take ownership of their mistakes publicly set a powerful example for their teams, break down barriers, and inspire their teams to do the same. I’ve seen this leadership trait create some truly unbreakable organizational cultures where everyone is committed to growth and excellence.”

Trend #2: The DE&I Balancing Act

In recent years, DE&I programs have been riding a rollercoaster, with commitments to these efforts reaching a new peak in 2020 and 2021, according to Ms. Henriksen. Since then, she says that challenges due to evolving laws and tracking requirements have made it increasingly complex for organizations to emphasize their DE&I programs.

Related: Predicting Talent Acquisition Trends for 2025

“This doesn’t mean that businesses are less focused on building diverse workforces,” Ms. Henriksen said. “On the contrary, diversity remains a top focus for candidates who, more than ever before, want to work in diverse environments and ask us about our clients’ diversity, including representation at the higher levels. Companies must continue working to navigate legal risks while strengthening their DE&I efforts.”

Alissa Henriksen is co-president and co-owner of Grey Search + Strategy. She has devoted her entire career to recruiting. After working for a large recruiting firm out of college, Ms. Henriksen started her first business in 2008 supporting Fortune 500 and Fortune 100 companies with their recruiting strategies. She has built more than 15 years of experience working with clients ranging from small start-ups to billion dollar public corporations. In that time, she has recruited contributor to executive-level roles, rebuilt recruiting and interviewing processes to attract and retain talent, crafted strategies for challenging rural areas, developed proprietary ‘play books’ that guide managers through successful hiring and much more.

At Grey, they believe effective DE&I efforts begin with internal discussions about what diversity really means for the company and why it’s important. This helps the firm’s clients know exactly what they are looking for and prepares them to discuss their diversity commitments with candidates. From there, Grey helps clients rethink their job descriptions to use flexible language and eliminate rigid requirements, which can attract a broader pool of candidates. “We also advise businesses to assess their companies’ employment branding, website positioning, portrayal of a diverse workforce, and emphasis on career pathways to influence diverse candidate interest,” Ms. Henriksen says. “Finally, companies must highlight community involvement as a reflection of the organization’s commitment to diversity, which in turn attracts diverse candidates.”

Trend #3: The Increasing Role of AI

It’s no secret that AI is a huge trend reshaping certain aspects of executive recruiting, hiring and business operations, Ms. Henriksen explains. AI technologies can help us improve efficiency and enhance candidate pools. Grey uses AI in many ways to save time on menial tasks so that they can spend more time on the work where its experience adds the most value. For example, AI dictation tools allow them to record interview notes and generate summary reports (always with client and candidate permission, of course), so that they can be more involved and interactive during the actual interviews.

“Despite the benefits, over-reliance on AI leads to the loss of human touch in our processes which is so important given our business is inherently about humans – leaders, employees, candidates,” Ms. Henriksen said. “We’re seeing situations where AI-generated job descriptions include redundancies, errors and lack a company’s brand voice, potentially turning off potential candidates. We’re also hearing stories of recruiters relying on AI-generated research data that lacks the understanding of team dynamics and organizational culture required to determine a candidate’s potential fit – nuances that only a human researcher discerns. In our field, it’s essential to use AI as one component of the executive search process, complemented by human experience to maintain quality and accuracy.”

Navigate Recruiting Trends with an Executive Search Partner

The landscape of executive recruiting is evolving rapidly, driven by these trends and others that Hunt Scanlon Media will discuss with recruiting firms in coming months. “For businesses seeking top-tier leadership, partnering with a skilled retained search firm is crucial,” the firm says.

Grey Search + Strategy provides executive, mid-level and project-based recruiting retainers and strategic consulting for growth-oriented companies nationwide. Grey hires for roles in: Executive/C-suite; engineering; finance; human resources; manufacturing; operations; sales & marketing; and technology.

To read the first article Hunt Scanlon Media did with Grey Search + Strategy discussing the first set of trends the firm is witnessing please click here!

Related: Top 5 Hiring Trends for 2025

Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor  – Hunt Scanlon Media