Top 5 Trends Governing Global Executive Search

 

Across industries and organizations, if you had to point toward a common challenge and priority – that would be talent management – hiring, and retention. Over the past two years, businesses have faced multiple challenges with their global executive search. Be it with the restrictions, hybrid mode of work, or closed borders, the list can go on. With this context set, it would be crucial to understand the top trends that would govern the market in the coming future. It would not only help you attract the best talent but also make you more resilient to the uncertainties to come.

#1 Employers are no longer in the driving seat for global executive search

Yes, you have read it right. It has become a candidate-driven market and there are more jobs than eligible and competent candidates for the same. Hence, organizations need to come up with innovative strategies to reach out to candidates and attract them for the best roles. This would require some creative hiring strategies, data-driven decision-making, and effective brand communication.

#2 Remote recruitment will continue

Even though we are slowly coming out of the pandemic, things will not go back to the normal that existed before the pandemic. We will have to embrace the new normal and so would global executive search services. Remote recruitments will continue, and organizations need to become more tech-savvy and use tech innovations and devices to accelerate the process as well as provide the best experience to each candidate.

#3 Passive hiring will increase

Organizations will have to reach the candidates and not the other way round. You have to attract talent with your brand name, challenging job role, attractive work culture, and employee-friendly policies and work environment. The opportunity to learn more, work in a better environment, or take up new challenges will bring candidates toward your organization. This trend will continue since the market is candidate driven, hence passive hiring will play a pivotal role.

#4 Longer notice periods

In an attempt to hold on to and retain employees, organizations can think about longer notice periods – 90 days on an average from 30 to 60-day period. This would give them enough time to understand the reasons and maybe come up with policies and compensation to retain the employee. In this market, this trend will come up, and though it may not be working for the candidates will be something that would work for the organizations, as employers.

#5 Borders are no longer a barrier

Someone sitting in China can run business in the US, while someone from India can operate organizations in Europe. Truly, the world is now a global village and people from across the world are being hired without any consideration of the geographic barriers. With remote work models and digital tools, this will make things easy and help organizations recruit a diverse workforce.

These are the top trends that would drive global executive search. Our consultants are well versed with the market and its trends and will help you achieve results above and beyond your expectations.

We will help you source the best-fit for your organization’s leadership through our global executive search consultants. To know more about our services like leadership coaching, professional hiring, management consulting, reach out to us at www.taplowgroup.com

 


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