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We're proud to announce the release of our newest report, The BlueSteps 2019 Executive Career Outlook, currently available to BlueSteps members. The report features insights from over 1,400 senior management professionals globally to help you grow your career. 

 “Where giggers were once responding to market conditions, they are now creating the conditions, disrupting the traditional workforce as we know it.” Korn Ferry Institute

With a name appropriated from performance culture where musicians play a limited engagement, or a “gig,” the gig economy describes the expanding labor market comprised of contract workers, freelancers, crowdsourced workers, and others who are hired for limited engagements, as well as platform-based systems—think ride sharing, delivery, and property rentals. Independent work is growing with the internet, and expanding from developed to developing economies as more of the world becomes digitally connected.

This is an excerpt of "Technologies on the C-Suite Horizon," from AESC Executive Talent Magazine

Digital tools and disruptive technologies from artificial intelligence and machine learning to 3D printing, 5G, IoT, Robotic Process Automation, virtual and augmented reality are transforming communication, banking, HR, manufacturing, finance, medicine, agriculture and more. What are some of the latest tools and technologies? How will organizations harness cutting-edge developments for competitive advantage? And what are the qualities of the leader who cannot only guide organizations through this disruption, but also the disruptions no one has imagined, yet?

Looking out across a construction site with dozens of workers scurrying from place to place, a construction leader once said, we can’t see dramatic cost reductions and quality improvements without innovations. Thankfully, across the industry organizations from general contractors to subcontractors and suppliers are rapidly taking advantage of the influx of new technologies that are poised to bring the construction industry into the 21st century, which is a good thing since according to the McKinsey’s 2015 Global Institute Industry Digitization Index, construction as an industry is at the bottom of the stack of industries for digitization.

When seeking advice on next generation talent, we decided the best place to start would be talking to our very own. AESC recently had a discussion with 30 of the top young professionals in executive search across the globe—from Warsaw to Washington D.C., São Paolo to Shanghai— and asked them what clients should do to develop next generation talent within their own organizations. Here’s what they said were the best ways to deliver your young leaders and our advice on how to implement it:

 

The CFO role requires a strong candidate able to lead the charge. But, the qualifications needed and the route to get there is ever-changing. BlueSteps sat down with Debbie Ellis, one of our BlueSteps Executive Career Services Advisors, to learn more the status of the position and the attributes needed to obtain a CFO position.

Often overlooked by the international media, Indonesia is the world’s fourth largest country with a diversified economy underpinned by a dynamic private sector and has experienced years of positive economic growth. Its geographic position between China and India sometimes masks the scale and dynamism of this South East Asian behemoth, but the shifting sands of globalization are drawing this giant out of the shadows. AESC recently hosted a session in Jakarta on the future of executive search in Indonesia. What are the opportunities and challenges that Indonesia offers senior executives? Let’s take a look at some key points made during our Jakarta visit and what this means for executives considering positions in Indonesia.  

BlueSteps, the executive career management service by the worldwide Association of Executive Search and Leadership Consultants (AESC), released today their 2017 Executive Career Outlook. The new report collects insights from more than 1,200 management-level professionals around the world, from Director-level through C-suite, on their outlook for executive job opportunities across industries, functions and geographies in the year ahead.

Ageism is a discriminatory attitude broadly defined as prejudice or discrimination on the grounds of a person's age, in practice it can involve discriminating against younger, not just older workers, though the latter is the more usual connotation. The online Oxford Living Dictionary quotes ‘ageism in recruitment is an increasing problem’.