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HR executive searches have been in high demand by organizations worldwide. Boyden’s Leadership Series recently interviewed Catherine Gray, Principal of Boyden Chicago, to discuss the current hiring trends for Chief Human Resources Officers (CHROs) and what qualities are most sought after by top executive search firms hiring CHROs. The full interview, and a feature on Dean Carter, Chief Human Resources Officer of Sears Holdings, is available at www.boyden.com.
 
A recent survey by BlueSteps, the career management service of the Association of Executive Search Consultants (AESC) provided insight into the role that social networking websites, both international and Chinese, play in executive career management strategy in China. 
 
Over 100 executives answered the survey; 54.5% were either in a Managing Director (29.7%) or Chief Executive Officer role (24.8%).  The remaining participants held job titles such as Chief Operations Officer (8.9%), Chief Financial Officer (5%), SVP (4%) or EVP (3%). Approximately 25% of these Executives were Chinese Nationals, and 65% were expatriates in China.
 

Networking has become so much a part of the corporate nomenclature that some executives can’t get through a day without making reference to this ultimate act of business schmoozing. And while membership in peer networking groups can be a beneficial means of meeting up with other “movers and shakers,” following up on those associations may be the ultimate “contact” sport.

The rules of corporate governance are changing rapidly. Spurred by shareholder activism, a strong emphasis on shareholder value enhancement and the imperative to be a responsible corporate citizen, the demands on CEO and Board are becoming stringent.

However, in many cases Board room practices do not meet today’s demands, and this raises several questions for Independent Board Directors. Should Independent Board Directors permit the CEO and their fellow directors to stand still? Should they remain passive and not rock the boat? Or should they act as true catalysts for change? If so, what can they concretely do to exercise effective participation in the Board ?

New Survey Shows that 62% of executives expect to remain in their current industry for the next four years or more, while 38% expect to be in a new industry within three years.
 
Being a member of a board of directors is a sought after position for many senior-level executives. Limited seats are available on boards, which means competition for membership is high, thus senior-level executives have to be well qualified in order to be shortlisted as a candidate.
 
Expert retained executive search professionals, who fill such positions on a regular basis, tend to advise potential candidates to follow five key strategies. For an insight into some of these, see the below points. View the full webinar for the full list and expanded commentary.
 
1. Make Yourself Known!

The AESC and BlueSteps attended the Regional Breakfast & America's Council meeting in Chicago yesterday to discuss the current retained executive search environment. Below is an introduction to what was covered during the meeting.

Many casual observers of the retained executive search industry have been quick to sound its death knell, often citing two key factors: LinkedIn and in-house recruiting. LinkedIn, they say, makes recruiting—even at the executive level—a “do it yourself” activity and significantly devalues search firms.

New survey reveals that while a vast majority of Australian executives have an active and up-to-date LinkedIn profile, only 6 percent had found a job as a result of membership. 

Recent survey by BlueSteps, the career management service of the Association of Executive Search Consultants (AESC), looked into the role of social networking websites and the role that they play in career management.

Dr. Christine Stimpel, Managing Partner at Heidrick & Struggles, was recently interviewed by Handelsblatt, a German newspaper. The interview discussed the difficulties of attracting top female executives in some German organizations. Read the interview below.

Dr. Christine Stimpel is a partner of the global Life Sciences and the global CEO & Board Directors practices. Christine specializes in executive search and leadership consulting assignments for the life sciences and fast-moving consumer goods industry.
 
The AESC and BlueSteps recently conducted interviews with leading executive search firms in the Asia Pacific region for their insights into the executive job market in South Korea. The following interview is with McKinney Consulting.
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