January 6, 2021 – Hiring for senior roles, while exciting, can also be a time of anxiety, stress, or transition for many companies. Because of this, pinpointing the type of executive that will be the right fit for the role can be a challenge, especially if the company is looking for a change in leadership style or direction, according to a new report by RGF Executive Search.
Determining the kind of senior executive your organization is looking for first and foremost requires understanding what type of leader your company needs, and what types of experiences, qualifications, and hard and soft skill-sets they should have, the report found. This includes the possibility that the right candidate may come from another industry.
“With the cross-border and innovation pace accelerating among industries, employers are no longer limited to finding executives within the original industry,” said David Chan, Greater China regional head of RGF Executive Search and CEO of Bó Lè Associates. “Instead, many of the most successful executives are now hired from beyond the industry sector of the employer based on their transferable skills, which include qualities such as adaptability, organization, communication and leadership.”
Before posting a job description or contacting a recruiter, RGF Executive Search offers the five steps companies need to take to maximize the success of their efforts:
1. Know Your Business Strategy
The first thing your internal recruitment team needs to do when it’s time to look for a new executive is to know your business strategy, said RGF Executive Search. “More than this, it’s important to know whether your business is looking for someone that fits the established culture or looking to make a few changes,” the report said. “Knowing the direction your company is taking – both in strategy and culture – is key to ensuring the candidates who are approached will be able to help your company achieve its goals.”
ON Partners’ annual list of the top executive jobs that are expected to be in demand in the coming year takes on a new twist for 2021. With COVID-19 having upended the business landscape, the search firm surveyed its consultants about the positions that will be critical to helping organizations survive and thrive as the nation moves past the pandemic.
Following are the top positions ON consultants anticipate will be in high demand in 2021 as companies work to mitigate the impact of the virus and move into recovery mode.
2. Know the Experience and Competencies Needed
As you prepare to look for candidates, RGF Executive Search said that “it’s important to consider the experiences and qualifications that the ideal candidate should have. To do this, a good exercise can be to build a profile of your perfect candidate: industry experience, leadership style, what soft-skills they should possess, which traits the rest of the executives might be lacking and the gaps that need to be filled,” the report said. “From there, you’ll have a good idea of who this new executive might be and begin looking for a candidate in earnest.”
3. Know the Opportunities and Challenges of the Role
When it comes time for you to reach out to candidates, understanding what makes the position at your company unique and appealing will be of utmost importance. “This goes beyond compensation and benefits – consider the opportunities and challenges they’ll be faced with, both on a daily basis and in the long-term, and be prepared to articulate how those circumstances will be exciting and beneficial for them,” the RGF Executive Search report said.
2 New Recruiting Guides Focus On Adaptation, Forecasts and Recovery
The nation’s vast executive search community and their clients are quickly adapting to the new realities of Covid-19 – and what it means for hiring in 2020 and beyond.
Hunt Scanlon’s latest executive recruiting industry sector report series will be available in 30 days. Hunt Scanlon Media will offer its two-part ‘Executive Recruiting State of the Industry Report’ focused on the Covid-19 pandemic and its aftermath. Part 1, ‘Adapting in Uncertain Times’ will examine how executive recruiters are resetting expectations in the midst of an unprecedented interruption to their business.
The part 2 installment, ‘Forecast & Recovery Strategies’ is our aftermath report – and provides critical data to guide your decisions and inform you on forward-thinking recovery strategies. Industry experts from across the talent and recruiting spectrum offer up their wide-ranging opinions, definitive viewpoints, and expert forecasts.
Many expect a significant pause in business, followed by a sharp rebound later this year. We talk to the experts, uncover the opportunities, pick the sectors and reveal how search firms and talent organizations are navigating and adapting in uncertain times. Hear from top talent experts, including: Frederickson Partners; CBIZ CMF; Russell Reynolds Associates; Odgers Berndtson; Options Group; ZRG Partners; Wilton & Bain; Diversified Search; Caldwell; Hanold Associates; True Search; Slayton Search Partners; Coulter Partners; Cejka Search; Solomon Page; Acertitude; McDermott & Bull; Academic Search; Beecher Reagan; Bowdoin Group; Kingsley Gate Partners; Comhar Partners; ON Partners; Perrett Laver; CarterBaldwin; Stanton Chase; Buffkin/Baker; Major, Lindsay & Africa; WittKieffer; Klein Hersh; Furst Group; Invenias; PierceGray; LifeSci Partners & more! Buy Both Reports Now!
4. Know Your Working Culture
Even if an executive ticks all the boxes in the way of qualifications, skills and experience, if they’re not a good fit for the company in the long-run, then it is not a good match, according to RGF Executive Search. “Intimately understanding the culture of your company and the types of leadership styles and personalities that work best in that environment will help you find candidates who will not just fit a profile, but thrive at your company,” the report said.
5. Know if you need recruiting assistance
If you need to hire discreetly or are unsure you can find the ideal candidates for your business, turning to a recruitment consultant can be a huge benefit. “These companies have a wide network of readily available candidates and connections, and can add value by sharing information on what candidates are looking for regarding salaries and other benefits,” RGF Executive Search said. “Additionally, they are often able to provide candidate short-lists quickly, helping to speed up the hiring process.”
“Once you have completed these five steps, you should have a solid sense about whether an executive is a good fit for the role you are hiring for,” the RGF Executive Search report said. “After all, that’s the goal: to not simply hire someone, but to hire someone who is the best possible match for your company, its culture and people.”
RGF Executive Search provides talent acquisition from C-suites to a wide range of managerial positions on both a retained and contingent basis across all industries and functions by covering 26 cities in 11 countries and markets in Asia. RGF has tenured consultants working in every major city, anchored by regional practice teams that bring specialization, cross-border market insights, and talent.
Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; and Stephen Sawicki, Managing Editor – Hunt Scanlon Media