In recent years, we have observed a significant shift in candidate behavior within executive search. Unreliability, lack of feedback, and even ghosting are no longer isolated incidents but recurring challenges.
The reasons for this changed behavior are manifold:
- A long-overheated job market that has offered (too) many options.
- A fundamentally changed communication behavior in the digital age.
- A shift in priorities from work towards private matters, keyword life-work balance.
Adaptation Strategies for Consultants
For us in executive search, this means we must remain adaptable. It is more important than ever to promote transparent communication, strengthen reliability through mutual trust, and also consider the candidates’ perspectives.
This also includes regularly questioning our own processes and involving our clients in these considerations:
- Are we clear and appreciative in our expectations towards candidates as a company?
- Do we offer a candidate experience that convinces even in a world flooded with options?
- How do we handle the new challenges professionally and empathetically?
Conclusion
Only through continuous adaptation and clear, appreciative communication can we successfully meet the new challenges in candidate behavior and ensure a successful hiring.
