The ‘Great Resignation’ has reached the C-Suite. A 2021 Heidrick & Struggles study showed a surge in turnover among CEOs. So what can we expect the executive job market to look like during 2022?
2022 trends
- The talent drought will continue
The gap between individuals who lead and those who follow is becoming larger than ever before. We can therefore most certainly expect ongoing strong demand for outstanding high calibre candidates who can raise the bar in 2022.
- A new normal for the resourcing process
Executive resourcing is settling into a new routine in which video interviews are a regular part of hiring. This can have significant advantages but also numerous limitations. Questions to be addressed include; when to use, how to use effectively and how to avoid the pitfalls of remote interviewing.
- Organisational requirements have shifted
In the wake of the pandemic, organisations are looking for leaders who are more agile than ever before, who can be disruptive when required and who can drive significant tangible change. We have entered globally a faster, more complex and difficult world than ever before and this requires across all levels of management, higher calibre individuals who can adapt to this ever complex and changing business environment.
- The candidate landscape
Candidates are becoming more discerning than ever before. Long gone are the days when money is the major motivating factor with individuals focusing on numerous other critical factors including; work/life balance, organisational culture, health and well-being,diversity and inclusion and hybrid working models etc.
- How to land your dream executive role in 2022
If you are looking to secure a new executive role, you need to demonstrate first that you can quickly identify the critical issues and act appropriately to solve them. Second, that you deeply understand the new world we now live and work in. You’ll need a reputation for creating value for others, driving best practice and inspiring those around you.
Do:
- Identify what your perfect role would be, and realise that if it doesn’t exist, you can create it.
- Create a compelling story of what you can do to add unique value and how you do it.
- Use the three keys to tell that story powerfully: Clarity (be clear about what you want and what you offer), Control (you, not your CV, shape the narrative), and Emotion (imbue your story with passion and meaning).
Don’t:
- Apply for roles indiscriminately. You can afford to be discerning.
- Wait around. Your dream role is out there, but you have to find it. If not, someone else will.
- Think you have to do this alone. You may be a great executive, but you’re unlikely to be a master of executive job search. Seek expert guidance and start building your support network now.