For executive search consultants, identifying and securing C-Suite talent is a tough gig. Headhunters need to understand the unique needs of the client, the competitive market, and the expectations of candidates. We’ve identified five key challenges of being an executive recruiter.
1. Managing timeframes
According to Susan Lawrence, Lead Search Consultant at Globe 24-7, candidate and company expectations don’t always align:
“You’re contacting people who aren’t necessarily looking for a job, so there’s not always a rush from the candidates – but there’s usually a rush at the client’s end.”
Susan acknowledges that timeframes need to be realistic. “You’re opening them up to an opportunity that they weren’t thinking about. So they’ll want to think that through and do their research. From the candidate’s perspective, it’s quite often a slower road than the client would like.”
2. Talent shortages
There is often a scarcity of candidates for executive positions. As organisations expand globally and industries evolve, it is increasingly challenging to identify and attract executives. Sectors like mining are seeing a downturn in university graduates, highlighting that the industry is not as attractive to young people as it once was. This results in an ageing workforce, and talent shortages for critical positions.
3. Cultural fit
Finding executives who can seamlessly integrate into different cultural contexts can be a challenge, and especially tough in global industries such as mining. Susan highlights that the candidate’s family situation can also influence whether they might be interested in the position:
“If the role involves relocation or FIFO (fly-in-fly-out) to a destination that they hadn’t considered, they will want to really think that through and do their research.”
4. Confidentiality and discretion
Executive searches often require a high level of discretion, particularly when recruiting for sensitive roles or replacing existing executives. Maintaining confidentiality can be challenging, as leaks may lead to disruptions within the organisation, and can impact the morale of existing leadership.
This creates a challenge because candidates are not inbound, as they would be if a role was widely advertised. “Executive recruitment is more about looking at experts who you can headhunt,” Susan explains. Balancing transparency with confidentiality is a delicate task for search consultants.
5. Negotiations
Executive level candidates often have specific expectations around compensation, benefits, and the overall work environment. It’s important to put forward an offer that the candidate thinks is worth leaving their current employment. This means that aligning their expectations with the client’s budget and culture can be tricky.
“Quite often they’ve got short term incentives and long-term incentives at their current company that they’ll need to consider,” says Susan. Failure to strike a balance may result in losing a promising candidate, or compromising on company objectives.
Navigating talent shortages, maintaining confidentiality, addressing candidate skill sets, and managing expectations on both sides require a strategic and adaptable approach. By understanding these challenges, executive recruiters can attract, evaluate, and secure good-fit executives, ensuring their clients’ teams are well-equipped to lead their operations.
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