BlueSteps Career Management and Executive Search Blog
The BlueSteps Career Management Blog is written with a C-level audience in mind on career management topics ranging from executive compensation, executive resumes, and interview tips to networking, executive job search, and gaining visibility as a professional in one’s industry.
The BlueSteps Executive Search Blog links senior executive candidates to actual retained search recruitment insights from AESC member executive recruiters, BlueSteps career advisors and other guest writers.
BlueSteps is an exclusive service of the Association of Executive Search and Leadership Consultants, the voice of excellence for executive search and leadership consultants worldwide. Confidentiality is a cornerstone of AESC's mission, and only AESC member firms and consultants have access to BlueSteps members resume info. Click here to learn more about the additional benefits of becoming a BlueSteps member.
This is an excerpt of "Pressing Issues for C-Suite Leaders in 2018," from AESC Executive Talent Magazine.
Identifying the critical challenges global business leaders and their organizations will face remains important and complex. How are organizations reinventing themselves for the digital age and how are leaders managing digital transformation? For 18 years, The Conference Board (TCB) has surveyed CEOs from around the world to better understand the challenges executives face and the strategies used to address them. This highly-anticipated annual research report has been expanded this year, to include the full C-Suite in TCB’s “C-Suite ChallengeTM 2018: Reinventing the Organization for the Digital Age.”
How can executives and researchers ensure that they’re using social media effectively, efficiently and lawfully?
Social media is a staple in the career marketing mix today. Recent research from the Pew Institute shows that social media usage has risen significantly from adults over the age of 50 over the last decade. But only one-third (35%) of adults over the age of 65 use social media for any purpose. Do executive search firms, whose businesses hinge on long-standing and trusting relationships, really lean on social media as much as higher volume recruiters? How much time should executives looking to establish new relationships with executive search firms spend on social media and which sites should they prioritize?
How will the Fourth Industrial Revolution impact the skills that executives need in order to thrive in such a rapidly changing sector?
The first Industrial Revolution, in the 18th century, created machines to replace manual labor, and gave us the steam engine and water power. In the early 20th century, the second Industrial Revolution gave us electricity, which birthed the assembly line and mass production. Between the 1950s-70s, electronics, computers and digital technology gave birth to automation in manufacturing – ushering in the third Industrial Revolution.
And now we face the fourth Industrial Revolution – or, as the German government called it for the first time in 2011, Industry 4.0.
How has technology changed the assessment of candidates and what opportunities do these innovations create?
The dramatic rise of technology over the last decade has equipped executive search and leadership consulting firms to serve their clients in new and increasingly transformative ways – fusing new tools and techniques with the traditional foundations of the profession. It’s not too long ago that an executive search consultant’s little black book was their biggest asset. But the technological developments of the last decade have codified what executive search consultants have always known about leadership into useful identification and assessment tools.
The exponential growth of technology is changing the way we live and work. How will automation change the executive roles of the future and what impact will that have on senior talent acquisition?
Ray Kurzweil, Google’s chief futurist, believes that we will have computers with the processing power of the human brain by 2025 and the processing power of the entire human race by 2050. Having predicted the fall of the Soviet Union, the astronomical rise of the internet and the day when a computer could beat a chess champion (as happened in 1997 when IBM’s Deep Blue computer triumphed over Gary Kasparaov), Dr. Kurzweil is not to be ignored.
When hiring executive level talent a business may keep the search in-house, leveraging their own networks and processes, or they may look outside their organization for help, and choose either an executive search consulting firm or contingent recruiter. This document focuses on the difference between executive search consulting and contingent recruiters.
Last week, the Association of Executive Search and Leadership Consultants hosted the annual Global Executive Search Conference in New York City. The conference gathered more than 135 executive search and leadership consulting professionals from more than 20 countries in New York City for a two-day event on April 15th and 16th 2015.
Successfully entering the consumer market in China is the dream of every company in the consumer sector. Whether you are in vehicles, food and drink, electronics, fast food or any other business selling to individuals, the thought of 1.6 billion consumers all readily approachable within one country is mouth-watering. But of course, nothing in business (or in life itself!) is straightforward; China is unlike any other market in the world.
The 2014 AESC BlueSteps Executive Compensation Report, released today by the Association of Executive Search Consultants (AESC), reveals that almost half (44%) of executives at the CEO/President level experienced a rise in total compensation in the last fiscal year.
Of those CEOs who experienced an increase in total compensation, 37% received +11% or higher growth in the last fiscal year. The greatest percentage of respondents at this level (45.6%) earned annual base salaries in the $251-400K bracket.