If you were anything like me, three years ago, to this date, unknown to us, the world would be stepping into its greatest unknown yet – the onset of a new Pandemic. Even as we all worked hard to keep our work and lives afloat through the lockdown, none of us would anticipate the extent of the new normal that would emerge.
The Corona virus changed life as we knew it. In fact, it changed business as we knew it. And so, enter a new paradigm for leading in uncertain times.
Three years on, as we face into a recession, struggle with the impact of the ongoing war in Europe and learn to navigate a post Brexit UK – hiring C-Suite Executives in times of uncertainty has become an increasing challenge for businesses.
The talent market has never been more disrupted. The current climate has made it increasingly difficult to attract and retain top talent to lead an organisation. Not lonely do employees want more than just a salary and job from their employers, the desire to have more balance has generated a host of new workplace themes that challenge traditional models of doing business.
It’s also at times like these that we see leaders at their best and their worst. The worst often resulting in years of negative impact costing business time, money and reputation – which is why it’s never been more critical for choosing carefully when placing for C level positions in your business. For hiring managers and stakeholder, it requires a new level of understanding the shape of leadership in a world where the only constant is change.
Leading the Robert Cavendish brand for the last 10 years, I’ve always felt privileged to do what I love and being able to spot and note these shifts in recruitment trends and the last three years has been an interesting experience in witnessing the evolution of leadership – for the better I might add.
For a start, there is greater need for agility, innovation, and leadership skills to navigate the unknown and to drive performance in unpredictable times. As the great Peter Drucker once said, – “The greatest danger in times of turbulence is not the turbulence; it is to act with yesterday’s logic.”
It’s time to ditch the traditional way of thinking about hiring for your C Suite. In the existing context, organisations need to be proactive and creative when it comes to searching for, recruiting and hiring C-Suite talent. Whilst platforms like LinkedIn play a key role in the world of recruitment, nothing trumps experience. Look for a partner that has years of experience in the field and has a solid track record of efficiently finding quality talent and helping their clients fill positions in a timely manner.
From years of close partnership and trust with our our clients, here are a few ways we recommend you think about placing your next C Suite hire:
1. Rethink your current recruitment strategy. It’s fundamental, that transparency is central to the relationship you have with your executive search partner. Understanding your existing business and the course you are on, will help find the highest quality talent who will not just stick around for the short term, but understand the path, context and add to your culture.
2. Revamp your employer branding initiatives, and optimise digital platforms to increase their reach and visibility in the market. Since the Pandemic we’ve seen an increasing level of investment in Employer branding. Finally, brand has become more than just consumer and corporate and your talent brand is the third critical pillar to establishing a successful business.
3. Companies should stay informed and flexible as conditions change. In order to understand the changing landscape, being in the know is important to adjust your compensation packages, onboarding processes and termination policies as needed. The goal here is to ensure that the C-Suite is equipped with the necessary skills and leadership capabilities to manage the shifting demands of the business, while also promoting a healthy workplace and organisational wellbeing as well diversity, inclusion and equity within the organisation.
Finding the right pool of candidates requires partnership with a search partner that offers creative resources to help your business identify, engage, and evaluate the best possible talent available. In our experience, when looking for the right candidate to lead your organisation through volatility, remember:
- Look for proven experience in your candidates and through the recruitment process – in responding to crises, managing uncertainty, and leading a business through volatile times.
- Test their knowledge: Candidates that demonstrate an understanding of the current business climate and how it impacts their business, as well as the ability to pivot to take advantage of market shifts and opportunities, should be given strong consideration.
- Long term thinking: Businesses should look for candidates who can think strategically and long-term. Having vision will keep the organisation motivated to focus on the end goal and ride the highs and lows of a changing ecosystem.
- Create a sense of belonging: It’s not good enough to have leaders who are simply focussed on growth. Whilst growth is outcome, the key to getting growth comes from building unified teams and cultures. Having a sense of being a part of the journey towards a greater purpose/vision instils employee confidence and morale and works towards training top talent across the organisational hierarchies.
- Demonstrate resilience in times of change. Trust comes from leading by example and only leaders who stay the course and show up when the chips our down. Owning change, being empathetic to macro-economic context and cultural context will inspire and motivate employees and customers.
Uncertainty is uncomfortable. It requires leaders who are comfortable with being uncomfortable. It requires, empathy, vision, resilience and creativity. Businesses need to remain confident that they have chosen the right leaders and executives to lead the charge in the direction they are seeking, and C-suite hiring is the cornerstone of this foundation.
The best leaders are the ones who know when it fall behind and when to step out in front. Choose carefully as you go….
PS: Connect with me to find out how Robert Cavendish can help.