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Executive Behaviour is Changing...

Search methods for senior executives have changed dramatically in the last few years. Executives no longer exclusively wait by the telephone to be contacted by their favourite consultant for their next opportunity. Executive behaviour has evolved where by they now take more control of their career. Increasingly executives are highly pro-active in directing and advancing their own careers. This digital age has made this process immediate and effective.

Today, the executive has greater responsibility in handling his/her own career than ever before. This is due to a number of factors, not least of which is the economy with its widespread 'redundancies' and shrinking job market. However, it is the Internet allowing easy communication and information that has had the most impact. Information, both subjective and objective, is available at the click of a mouse. Inexpensive, accurate, easily available information is fuelling the change in executive recruitment behaviour as has the change in the way we, as executives, communicate and behave.

Consultants used to ‘manage’, and in some cases still do, the careers of top senior executives. As recently as five years ago most of these executives would have had ‘blind faith’ in the advice given by their consultants and followed the consultants into their next job. This is no longer the case. We live in a world of open communication and less formality whereby when an executive is told about a potential new job, it is common practice to pick up the telephone to friends, and friends of friends, to gather as much information as possible on the new potential place of work. Through the Internet, one is able to research further the ins and outs of a potential new job thus providing a ‘third view’ of the company.

Similarly, the reliance on head hunters has changed as not only etiquette has relaxed but in recent years many senior executives have felt ‘let down’ by the shortage of executive opportunity, often rightly or wrongly blaming the head-hunter as disinterested, unable or only interested in a easy placement.

Job seekers both junior and senior are more proactive. Indeed, a greater onus is being placed on executives to manage their own careers where it is seen as the executives’ lack of ability/initiative not to be in the right place or the right opportunity. In the age of globalisation and free exchange of information, executives can no longer plead ignorance regarding their career development. No matter how good you are at your job there is always room for improvement. Online jobsites will, in the future, become more like clubs run by executives themselves. We will see more services tailored to suit their needs in the form of networking events, career coaching and lifestyle managers. ‘Executive clubs’ will be viewed as de rigueur much like one joins a sports clubs or a university alumni group.

Over the next few year’s senior executives demanding immediacy and results will increasingly be attracted to Internet time. Meeting these expectations, Consultant, too, must also adopt and deliver new search models utilizing those same Internet values.