5 of the Biggest Challenges Hiring C-Suite Personnel
Finding and recruiting talented C-suite members is indispensable to corporate success. Whether the company is an emerging startup or an established business facing a critical pivot point, C-level personnel have the power to effect change for good or ill. This means the onus is on businesses to identify their top priorities and hire accordingly. Here’s an overview of some of the biggest challenges facing C-suite recruiters, along with tips and strategies to overcome these issues.
Challenge #1: Accessing candidates with the right mix of hard and soft skills.
Identifying and attracting candidates who possess a blend of soft and hard skills for C-suite roles helps companies to thrive in today’s complex business landscape. While the term “hard skills” is typically used to describe the expertise and knowledge needed to perform specific tasks like using a particular computer program or operating machinery, “soft skills” include leadership, communication, and emotional intelligence.
It is not enough for an executive to excel in one area. They need a blend of talents to inspire team members, navigate interpersonal relationships, and adapt to rapidly changing markets. In the current extremely competitive climate, businesses need leaders capable of building relationships with stakeholders and fostering a healthy work culture in addition to driving innovation and delivering results.
Challenge #2: Catering to increased demand for flexible working arrangements.
COVID-19 turned the world of business upside down, forcing organizations to think outside of the box and completely overhaul their working practices. C-level executives, in particular, are now more discerning about when and where they are willing to do their work. This new prioritization of flexibility on employees’ parts exacerbates the challenges of hiring talent at all levels, including in the C-suite.
Instead of positions with a mandatory full-time office presence, job seekers are prioritizing flexible working conditions. Positions higher up the corporate ladder have always been more conducive to flexible working arrangements. Particularly if the company has multiple locations, a C-suite member cannot have a full-time presence everywhere. A lot of work takes place on the plane, in the boardroom, at industry and networking events, etc.
Challenge #3: Overcoming the great retirement boom.
With increasing numbers of Baby Boomers leaving the workforce, the United States is currently experiencing a shortfall in skilled, “experienced” workers, a trend that is even more pronounced in C-level recruitment. As older generations retire, younger employees are taking those leadership roles. This means the candidate pools for open C-level roles will undergo a sea change in the near future, since people from younger generations have drastically different leadership styles than previous generations did, although they are just as effective. It is not just the job candidates that will need to adapt.
Forward-looking companies are investing in their own talent to hone the skills of their workforces so they can produce the leaders of tomorrow. In the meantime, executive search firms give recruiting companies access to pools of qualified, pre-vetted candidates with the skills, experience, and personality to thrive in a new position.
Challenge #4: Standing out in a competitive market to attract top-notch candidates.
To attract talented professionals at the height of their employability, businesses need to highlight opportunities for professional growth and the unique company culture. Today’s professionals are increasingly seeking out more than a high salary or prestigious position. They are seeking businesses that share their values, that value their contributions, and that provide a positive workplace culture.
Recruiting companies should emphasize their unique cultures, encourage teamwork and innovation, and demonstrate a commitment to frontline employee development through training opportunities, mentorship programs and ongoing support. This allows businesses to position their organization as an attractive destination for C-level staff seeking a fulfilling professional life where morale is already high.
Challenge #5: Overcoming shortages of local talent.
A common problem for businesses recruiting C-suite employees is a lack of available local talent. To persuade people to relocate, there need to be incentives and established policies to make the relocation process as smooth as possible.
Moving overseas or to a new part of the country for a job presents challenges that impact not just the candidate, but also their family. In addition to finding new jobs and schools, the family must find affordable, available, and suitable housing locally. Additional factors could include work permits, visas, and other paperwork.
Businesses hoping to persuade candidates to relocate need to make this information readily available and ensure they can provide attractive inducements prior to approaching candidates. By conducting careful research and laying the groundwork, relocating can be made smooth and efficient, alleviating the anxiety that comes with moving to a new place.