Changes Are Coming
DISRUPT THE TRADITIONAL EXECUTIVE SEARCH PROCESS TO FIND
EXCEPTIONAL LEADERSHIP TALENT
When it was first founded in the 1920s, the executive
search industry was based on secrecy and backroom
maneuvers. Asking an executive to break the seal
of loyalty with their employer was unheard of and,
frankly, perceived as unethical.
Fast forward to the 1980s when executives began thinking
about their long-term career plans, and in turn, began seeking out
beneficial career opportunities on their own terms. During this
time there was a palpable shift in the way leadership roles were
filled – executives began to feel confident enough to seek external
opportunities and to collaborate with executive search profession-als
in order to do so.
Now, nearing 2020, executives have become a commod-ity
in the open market. A massive technological shift has also
led to incredibly heightened connectivity – open source job
platforms like LinkedIn and Indeed enable people to create
detailed profiles and search for and apply for positions at the
click of a mouse. With the emergence of social media and
mobile apps, leadership can also seek new opportunities even
while they’re on the go. And blockchain is positioned to com-pletely
change how executive search professionals store and
verify candidate’s information.
It’s safe to say that emerging technology has completely rede-fined
the role of human resources across the globe, impacting
nearly every aspect of HR, from recruiting to performance man-agement.
It’s almost commonplace that executives will declare
themselves as “seeking opportunities” on their LinkedIn profiles,
even if they are currently in leadership roles. Perhaps more sur-prisingly,
many employers don’t even frown upon this practice.
Apart from a shift in executive’s perspectives, and the emergence
of new technology, what’s the next innovation that could reshape
the coming century of executive search?
By Richard Joly
peshkov / 123RF Stock Photo
HRPROFESSIONALNOW.CA ❚ SEPTEMBER 2018 ❚ 23