Executive Hiring Trends of 2022

Executive Search

Feb 10

As we walk away from 2021 - a milestone year of hiring for many organizations, the challenge in hiring Executives while in the midst of an ever-changing environment, the “great resignation”, decisions around virtual or onsite, a pandemic, and an overall war for talent - it allows us to reflect on 2022 and the strategies and best practices that can be put in place.

Hiring high-impact senior leadership & executives still remains critical across organizations and in the midst of the current candidate landscape, it is making this harder (read: more interesting) than ever before. As I myself reflect, I’d like to look at this from a recruiter, a candidate, and an organization lens.

For Recruiters

Recruiters (and organizations) need to work harder than before to not only attract top talent, but to stand out from the competition. As recruiters, we must be even more creative, tactical, and strategic in how we not only identify top talent but how we engage them throughout their search. Gone are the days of posting a position on whichever job board you prefer, or being hopeful that someone - even just one person! - responds to a mail campaign advertising that “your next great opportunity awaits”. This is not news: there are more jobs than there are candidates currently. We have to do something differently if we want to stand out amongst the competition.

In a candidate-driven market, specifically at the senior & executive level, we must rethink our strategies and how we engage, and approach this differently. We are at the forefront in today's market, speaking with potential candidates, networking, researching, and selling opportunities and organizations day in and day out. It is our job to ensure that the organizations we partner with are educated with what we are seeing, and how we can best pivot where needed to ensure the successful identification of their next great leader.

For Candidates

You have found yourself on the “I feel ready to entertain a new opportunity” side of your once passive networking conversations…

As a senior leader or executive, you are likely in the midst of reevaluating your current work-life as the last few years have presumably been trying, unexpected, and likely somewhat difficult to navigate - wanting to ensure you get everything “right” for the people and organization/function you are leading in the midst of the current state of the world. Just as our early- to mid-level management colleagues are looking for both fulfillment in their career, a company that cares and demonstrates strong leadership within the current environment, and in some cases a change of scenery/career/organization due to feeling the need for a change after the last two years of a pandemic, we find that senior & executive leaders are looking for the same. They are looking for an organization where they can impact change, an organization that values the human aspect of business, while also remaining innovative and at the forefront of what's to come.

Throughout your search, it is imperative that you construct the compelling story of the value that you bring to an organization, speak with confidence to not only your experience, previous roles, and ability to do the job, but also to what you want in your role, your vision, and your passion.

For Employers

As an organization in search of your next Leader…

Like the recruiter, you need to shift your thinking of how talent has been attracted in previous years, and what you can do now to ensure you are capturing your next great leader. We have to change the way we have recruited, interviewed, and engaged in order to compete in this market. Candidates at all levels have an urgency now more than ever to reshape their lives, careers, and identify where they see themselves making the most impact. If we continue to hire, interview, and onboard as we have in years past, we will not only lose out on great talent, but we will start to lose those in a leadership role for the same reasons. We must move the needle and be intentional about our process, the type of leader/background/skill set we are seeking, and take a step back as we approach hiring in 2022.

I will say it once more: there are more jobs than there are candidates currently. We have to do something different if we want to stand out as an organization a leader wants to join.

Yes, the “unicorn / purple squirrel” candidate is likely out there - however, they may look a bit different than in years past. They may fit every detail of the job description, but want to work remotely or in a hybrid environment, which may be a change for your organization. They might be a local candidate that can be onsite as much as necessary, but they may have one part of the puzzle missing from their experience. We need to look at candidates holistically and see the value they bring, the impact the experience they do have will bring to the organization, and intentionally bring leaders into the organization with the big picture and future in mind.

Video Interviewing, hybrid environments, flexibility in allowing a leader to make great change within an organization are some of the ways we can affect change.

Identifying a strong partner in the search for your next leader is just as important. Find a firm that understands the existing talent market, has the ability to create a strategy that will yield top talent, and one that will be transparent and act with integrity throughout the process.

The talent market will most certainly remain competitive as we go through 2022. Our only constant is to change. it is always happening and in order to hire the leaders that are critical to the business, we must adapt and embrace new strategies, mindsets, and get ourselves out of the typical hiring box that feels comfortable and traditional.

In closing, we know that leaders are a catalyst for success. They drive business growth, prosperity, affect change, and bring value to company culture. Let’s talk if you are interested in finding your next great leader - we want to help you find not only the right talent, but the future.