Executive search consultants are not always the first point of contact executive candidates have in the search process. The first point of contact is often the executive search firm's researcher. At the 2014 AESC Americas Summit, we asked four researchers for their advice for candidates on various topics. In the below videos, Sarah Bowie, from Pearson Partners International, Troy Whittington, from CTPartners, Josh Tanebaum, from Korn Ferry, and Jamie Wenet, from Hayman Associates, Inc., answer questions about the latest trends in executive search.

What Are the Greatest Hiring Demands for Executives?

A blend of skills and experience is in high demand. Corporate budgets have been reduced and hiring has a higher financial risk than it did before. Clients are frequently combining two or even three jobs into one. Many clients are looking for the “unicorn” candidate. The good news is, executive searches are up, which means that there’s more demand for executives than there was in previous years.

Which Sectors in Financial Services Are Seeing the Greatest Executive Search Demand?

There’s a great deal of growth in the alternative space and a lot of restructuring in the traditional asset management world. Boutique strategy firms and private equities, particularly in the credit space, are also seeing demand growth in executive search.

What Are Executive Search Consultants Looking for in Candidates?

Search consultants are always looking for poise, gravitas and the ability to work with other senior-level executives. The ability to look at a big picture strategy is also important. Since more industries are under fire, search professionals are looking for flexibility: people who have transitioned between industries, worked at different companies, have been put in different environments, have a global perspective and are able to work in a large organization.

How Can Executive Candidates Become More Visible to Researchers?

Companies don’t want their executives to have a high online presence because they don’t want their candidates to get poached, yet this is what helps researchers find executive candidates. The more specific people are about their responsibilities on their online profiles, such as LinkedIn, the easier it is for researchers to identify whether or not they’re a candidate for the job. Be more specific and less flashy when you describe your role.


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