RecruitSmart Today
A bi-weekly source of market intelligence and insight that executive-level recruiters in the corporate and search firm environments leverage to advance best practices in executive talent management.
Shaped by the voice and perspective of our widely respected industry analyst, Joseph Daniel McCool, RecruitSmart Today delivers trend and data analysis that you can use to benchmark best practices in executive-level recruiting, retention, compensation, and other key human capital functions.
We're confident that once you realize the value of RecruitSmart Today, you'll find reason to leverage the exclusive, members-only ExecuNet resources that other executive-level recruiters are leveraging to boost their human capital advantage. Whether it's our exclusive job posting, candidate search, and networking resources, or the periodic RecruitSmart Insider intelligence briefings available only to our members, you'll soon discover how ExecuNet members are keeping pace with the issues, trends and data that are driving executive talent management.
"No man ever listened himself out of a job."
— Calvin Coolidge (1872-1933), 30th President of the United States
ExecuNet Exclusive: Expect More "Trading Up" by Talent-Focused Companies
Companies positioning for growth will "trade up" with more new hires for existing management jobs in the first half of 2011, according to ExecuNet's latest Recruiter Confidence Poll data.
The survey of 150 executive recruiters finds that 62 percent of respondents expect companies to leverage the current economic environment by selectively replacing underperforming executives with new recruits over the next six months. Another 21 percent predict companies will create and fill newly created executive roles.
Less than one percent of respondents expect companies to shed senior management roles during that period. In addition, only 14 percent of respondents forecast companies will opt not to add new management positions to their payrolls, and only two percent believe companies will resort to keeping vacant roles unfilled as a way to further reduce workforce costs.
The increasingly positive mood among executive recruiters is reflective of increasing confidence that activity within the management employment market continues to ratchet up as promising economic indicators continue to point to an accelerating economic recovery.
Separating Executive Role Engagement From Job Satisfaction
There are a lot of hard working yet highly unsatisfied management executives walking the halls of corporate America these days. Just don't expect them to tell you so, or anyone else, for that matter, unless you're an executive recruiter.
After all, they're not working long hours and occasional nights and weekends with limited resources in search of the casual opportunity to tell their existing employers and colleagues they're already lining up their options for a new job elsewhere.
Employers and colleagues will find out just as soon as he or she accepts an offer of employment from another company &mdash and then, in typical fashion, they'll scramble to pick up the pieces and search for a replacement who, if recruited from the outside, may not be found for six to twelve months.
The findings of the 2010 Executive Retention Report recently released by ExecuNet and Finnegan Mackenzie — The Retention Firm embody what might, at some later date, be seen as a 'Don't tell us we didn't warn you' broadside forewarning of increasing executive departures and significant management retention issues.
The second annual report finds that over 90 percent of US CEOs and other management leaders believe an executive can be engaged in their work and with their employer, but still open to considering new career opportunities. This was reflected in their attitudes about their own sense of engagement and job satisfaction.
Exactly 93 percent of CEOs, presidents and top business executives reported they're engaged in their current role, but only 75 percent said they're actually satisfied with it. Also, roughly 7-in-10 other 'C-Suite' executives and others at the vice president, director and manager levels are likewise engaged in their day-to-day work, but only 5-in-10 said they feel a sense of overall job satisfaction.
Focus Should Now Shift to Executive Retention
A consensus view of executive recruiters' forecasts about corporate executive hiring activity in 2011 reveals that search firms expect, on average, a 20-percent gain in executive search assignments over the search work they handled last year.
Also, more than 20 percent of search firms polled by ExecuNet have registered their intent to rebuild their professional consulting and research teams in each of the last three months, marking a slow but continuing come-back by recruiters who have weathered what many consider the toughest time in the histories of their search practices.
The healthcare, technology, manufacturing, clean/green and life science segments of the economy are expected to generate the most significant gains in executive staffing activity.
From a functional perspective, executive recruiters anticipate they'll be far busier recruiting business development and sales executives than they've been over the past couple years.
Medium-Sized Companies Seen as the Key to Executive Hiring Activity
Small and privately owned businesses are often cited as the engines of the US economy.
But judging from recruiter forecasts about management hiring activity, it seems that medium-sized enterprises with revenue between $50 million and $500 million and typically between 200 and 1,000 full-time equivalent employees may hold the key to a broader workforce expansion in the next 12 months.
That's according to ExecuNet's latest Recruiter Confidence Poll, and reflective of growing focus on companies that have had a measure of success, but which have not yet realized their full potential.
Exactly 45 percent of responding executive recruiters cited medium-sized companies as the source of the most management hiring activity in 2011, followed by another 20 percent who expect that kind of hiring surge to be generated within smaller companies with $10 million to $50 million in annual sales revenue.
Hosts: Dave Ulrich, top management and HR thought leader and Wendy Ulrich, psychologist
Most of us want to find meaning in the lives we lead, but we often find it outside of the place where we spend the most time - work. But those who have found meaning in their work set off a profitable chain reaction: they lead better lives and are more productive, which helps organizations become more abundant or have collective meaning. Those robust organizations can then better deliver on strategies, serve customers and make money.
In this program, the Ulrichs will teach you how to become meaning makers and answer four questions:
Why meaning matters?
How leaders can be meaning makers?
How to define an abundant organization?
What are implications of meaning for leaders, HR professionals and organizations?
2011 Executive Job Market Intelligence
Our 19th Annual Executive Job Market Intelligence Report captures the latest trends and developments in senior-level hiring, compensation and executive search.
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