What are the emerging roles and sectors that executive search firms need to focus on?

Executive search firms should prioritize roles like Sustainability and ESG Experts, given the increasing global focus on sustainable practices and ESG criteria. These experts are crucial for organizations aiming to align their operations with environmental, social, and governance principles. While other sectors like Digital Transformation and Data Analytics also demand attention, the urgency and impact of ESG expertise are paramount in today's business landscape. Flexibility to adapt to evolving market dynamics is essential for executive search firms navigating these diverse sectors.

At Booking.com we have worked with several executive search firms in the past and notice that understanding our tech stacks and connecting the dots between for example: our cloud set up, data platforms and product development is very hard for them. So I would say: Tech, Data, AI & Cybersecurity

Search firms need to focus on emerging roles and sectors that are experiencing growth and demand for leadership talent. Some examples of emerging roles and sectors that are currently in demand include: 1. Digital Transformation 2. Sustainability 3. Healthcare 4. Cybersecurity 5. Diversity, Equity, and Inclusion (DEI) Overall, executive search firms should focus on understanding the emerging trends and challenges facing different industries and identifying candidates with the skills and experience needed to navigate these changes.

Für Unternehmen, die sich auf die digitale Transformation konzentrieren, sind Führungskr?fte entscheidend, die sowohl technologisches Verst?ndnis als auch eine klare Vision für die Integration digitaler Prozesse haben. Ihr solltet nach Talenten suchen, die nicht nur Technologie implementieren, sondern auch die Unternehmenskultur hin zu einer digitalen Denkweise entwickeln k?nnen. Eine gute Ressource für Inspiration ist das Buch "Leading Digital: Turning Technology into Business Transformation" von George Westerman, Didier Bonnet und Andrew McAfee.

Executive search firms should focus on key roles like Chief Digital Officers (CDOs), Digital Marketing Directors, Chief Information Officers (CIOs), Data Scientists, UX/UI Designers, Change Management Experts, and Cybersecurity Specialists. These professionals are vital in driving digital transformation across various sectors and ensuring a smooth transition. Understanding sector-specific digital needs is crucial for matching the right candidates with client requirements.

In the legal sector ESG is expanding at a significant rate and ESG performance is being heavily scrutinised. Clients are regularly asking law firms to fill out endless ESG questionnaires and this will have a marked impact on who clients want to work with in future. DLA Piper continue to lead the way but Clifford Chance, DWF, and many of the other magic/silver circle firms are doing incredible work in this space and no doubt every other law firm will be forced to follow suit. Legal exec search specialists that clock on to this growing demand and focus on ESG will do incredibly well in the coming years

Sustainability and social responsibility is critical. The emerging workforce, particularly younger generations, prioritizes working for companies with a strong commitment to environmental and social issues. In Ireland are competing at a global scale for investment. Our sites and facilities must match up to international sustainability standards to win those investments.

Emerging executive roles in the ESG environment reflect the increasing integration of sustainability and ethical practices in business. Key positions like Chief Sustainability Officer and Chief Diversity Officer are becoming essential as companies recognize the need to incorporate ESG principles into their strategies. These roles encompass leading sustainability initiatives, ensuring environmental compliance, promoting diversity and inclusion, and overseeing ESG-focused investments. Their significance lies in driving innovation, mitigating risks, and enhancing corporate reputation by embedding responsible practices across the organization, thereby building trust with stakeholders including investors, customers, and employees.

Nachhaltigkeit und ESG (Environmental, Social, and Governance) sind nicht nur Trends, sondern wesentliche Faktoren für langfristigen Unternehmenserfolg. ESG-Experten sind gefragt, die Strategien entwickeln k?nnen, die sowohl wirtschaftlichen als auch ?kologischen und sozialen Wert schaffen. Um mehr über Nachhaltigkeit in Unternehmen zu erfahren, empfehle ich das Buch "The Responsible Company" von Yvon Chouinard und Vincent Stanley oder den Podcast "Sustainable Business Fridays" von Bard MBA.

ESG requires compliance. Investor relations, government relations and public affairs gain importance. These roles will become more important with the ongoing of ESG requirements.

Daten- und Analysespezialisten spielen eine Schlüsselrolle bei der Entscheidungsfindung in Unternehmen. Sie sollen nicht nur Daten interpretieren, sondern auch Vorhersagemodelle erstellen, die Gesch?ftsstrategien untermauern. Ein fundiertes Buch in diesem Bereich ist "Data Science for Business" von Foster Provost und Tom Fawcett, welches Konzepte vermittelt, die für Executive Search-Unternehmen von Interesse sind.

I'm not quite sure it's 'emerging' as data and analytics specialists have been in high demand since I started in this niche 18 years ago. But demand has certainly ramped up over the years, and with the AI hype cycle, I expect it to continue. Coupled with a huge skills shortage, we're in for an interesting time. The key phrase here is, "They also need to have effective communication, collaboration, and storytelling skills to translate data into actionable recommendations." It's these 'soft skills' that accelerate careers.

Profissionais com sólida experiência em ciência de dados, análise de big data e inteligência artificial desempenham um papel crucial na capacidade das empresas em extrair insights significativos a partir de grandes volumes de informa??es. Esses líderes contribuem para a formula??o de estratégias informadas por dados, impulsionam a inova??o e orientam as empresas na utiliza??o eficaz da análise preditiva. A busca por especialistas em dados e análises reflete a necessidade de incorporar competências analíticas avan?adas para ganhar vantagem competitiva, adaptando-se à era da transforma??o digital e maximizando o valor dos dados disponíveis.

Daten sind das neue Gold – und Experten, die aus Daten strategische Einsichten gewinnen k?nnen, sind entscheidend für den Erfolg von Unternehmen. Ihr solltet daher gezielt nach Führungskr?ften suchen, die in Big Data und Analytik versiert sind und die F?higkeit haben, aus der Datenflut relevante Informationen zu extrahieren und für das Unternehmen nutzbar zu machen.

We're seeing an uptick in commercial data science roles using AI/ML in the biotech/pharma space and have a good understanding of what a good candidate looks like. These roles have always existed on the R&D side, now a big focus on the commercial side. These data scientists look within the CRM software for predictive customer behaviors, customer analytics and analyze digital marketing mix optimization. As a recruiter, I know the strategy needs for these roles: the ability to direct modelling, understand what business problems to solve and effective presentation skills. I also understand the software experience with R, Python, Tableau and AI/ML modelling.

Profissionais com experiência comprovada em desenvolver e implementar estratégias inclusivas, promovendo um ambiente de trabalho diversificado e equitativo, s?o cada vez mais essenciais. Esses líderes n?o apenas entendem a importancia da diversidade, mas também têm a capacidade de criar culturas organizacionais inclusivas, impulsionar a equidade e promover a representatividade em todos os níveis da empresa.

Emerging executive-level jobs for Diversity and Inclusion Champions are becoming crucial in organizations seeking to foster inclusive cultures and diverse workforces. These roles, such as Chief Diversity Officers, focus on developing and implementing strategies to enhance diversity and inclusion across all levels of the company. They play a vital role in creating policies and programs that promote equity, address unconscious bias, and ensure representation in hiring and promotions. Their importance lies in driving organizational change, enhancing employee engagement, and improving business performance by ensuring that diverse perspectives and backgrounds are valued and integrated into the company’s ethos and operations.

Verfechter von Vielfalt und Inklusion sind unerl?sslich, um eine Arbeitsumgebung zu schaffen, die Talente aller Hintergründe anzieht und h?lt. Es geht darum, eine Kultur zu f?rdern, die Diversit?t als St?rke begreift. Das Buch "Inclusion: Diversity, The New Workplace & The Will To Change" von Jennifer Brown liefert wertvolle Einsichten, wie Unternehmen Diversit?t leben k?nnen.

Diversity und Inclusion sind nicht nur Schlagw?rter – sie sind essenziell für innovative und resilientere Unternehmen. Sucht aktiv nach Führungspers?nlichkeiten, die diese Werte vorleben und die Kompetenz haben, vielf?ltige Teams zu führen und Inklusionsstrategien zu entwickeln, die über die reine Symbolik hinausgehen.

To influence leaders with holistic leadership qualities, recruiters must adopt a proactive approach throughout the recruitment process. Start by collaborating closely with hiring managers and organizational stakeholders to define the desired leadership traits and competencies necessary for success.

We've discovered that companies transparent about their stance on remote work, regardless of where they fall on the spectrum, tend to see better results. If your culture thrives with in-person teams, embrace that fact. Doing so will attract and retain those who share your perspective. Conversely, if you're an advocate of a 100% remote environment for its cost savings, flexibility, and ability to tap into a wider talent pool, let it be known. This approach may deter those who prefer a different setting, but it will strongly appeal to those who value such an environment. Two years ago, many were fully committed to remote work, yet have since increased mandatory in-office days. This shift has left employees feeling uncertain and distrustful.

Facilitators for remote work can be found in HR, IT, training, management coaching, freelancing, advocacy, industry networks, education, and your existing workforce. Look for industry-specific knowledge and strong soft skills, like leadership and problem-solving. Ensure a values match through interviews and reference checks for a successful fit. Consider: Training Specialists: Consider trainers or e-Learning experts for remote work training. Management Coaches: Find coaches versed in remote leadership and team management. Educators & Advocates: Professors, Bloggers, and thought leaders in the remote work space. Existing Workforce: Identify and upskill employees with remote work leadership potential. Specialized consultants & coaches.

Die F?higkeit, Teams aus der Ferne zu führen, ist besonders nach dem Anstieg der Remote-Arbeit gefragt. Moderatoren für Remote-Arbeit müssen über exzellente Kommunikationsf?higkeiten verfügen und Werkzeuge zur virtuellen Zusammenarbeit beherrschen. Das Buch "Remote: Office Not Required" von Jason Fried und David Heinemeier Hansson bietet praktische Tipps für die Remote-Arbeit und k?nnte für eure Kandidaten von Interesse sein.

Profissionais especializados em criar ambientes virtuais colaborativos, promover a produtividade à distancia e gerenciar equipes remotas s?o cada vez mais cruciais. Esses líderes n?o apenas compreendem as nuances do trabalho remoto, mas também implementam estratégias para manter a eficiência, comunica??o eficaz e o bem-estar dos colaboradores.

Remote-Arbeit erfordert eine neue Art von Führung. Sucht nach Talenten, die Erfahrung darin haben, virtuelle Teams zu leiten und die Kommunikation und Produktivit?t über Entfernungen hinweg zu f?rdern. Diese F?higkeiten werden immer entscheidender, da sich die Arbeitswelt zunehmend dezentralisiert.

As globalisation continues to reshape the business landscape, executive search firms must focus on identifying and developing leaders who are not only adept in their specific sectors but also possess a robust understanding of global and local dynamics. As companies expand their operations internationally, the demand for such roles as Chief Globalisation Officer and Cross-Cultural Leadership Development Heads, who can ensure that organisations are well-equipped to thrive in a globalised economy, intensifies.

Consider the bigger picture. We are about to see a substantial change in what skills drive demand and how value is measured. AI is driving a monumental shift in the future of work. With AI handling more technical tasks, demand will begin to swing from technical guru's to a new focus on strong functional contributors. Hard skills could take a backseat to softer skills even in roles that are currently considered “technical”. I expect to see new roles emphasizing techno functional, business enablement, and AI skills and a big surge in roles falling in Business Architecture, Product and Solution’s. With that in mind, we may all need to recalibrate the skills we develop and what we measure to maintain a strong market for our services.

Eine der Rollen, die in Europa zusehends Fuss fasst, ist die Rolle der "Chief of Staff". Die Menschen in diesen Rollen arbeiten h?ufig direkt mit dem CEO. Immer mehr entdecken andere C-Level-die Vorteile dieser Rollen für ihren Bereich. Es geht nicht nur darum, in einzelnen Rollen zu denken (CEO, CoS, EA etc.), sondern an das "CEO Office". Es geht nicht um Aufgaben, sondern um Wirksamkeit, Ergebnisse und Wachsen. In den nachfolgenden Bereichen erzielen Chiefs of Staff ihre Wirksamkeit: 1. Strategische Beratung und Unterstützung 2. Projektmanagement 3. Kommunikation und Koordination 4. Krisenmanagement 5. Interne Prozessoptimierung Eine faszinierende Rolle mit viel Potential. #chiefofstaff #cos #ea #weiterbildung

Os profissionais de Executive Search precisam estar sintonizados com essas mudan?as para identificar líderes que possam n?o apenas enfrentar os desafios do presente, mas também antecipar e liderar as transforma??es do futuro. Dessa forma, a capacidade de entender e abordar esses fatores emergentes contribuirá significativamente para o sucesso na busca por talentos executivos que impulsionar?o o crescimento e a sustentabilidade das organiza??es.

Zus?tzlich zu den genannten Rollen ist es wichtig, sich auf die sich ver?ndernden Erwartungen an Führungskr?fte einzustellen. Emotional Intelligence (EQ), Anpassungsf?higkeit und lebenslanges Lernen sind Schlüsselkompetenzen, die in keiner modernen Führungskraft fehlen dürfen. Executive Search-Unternehmen müssen diese Soft Skills bei der Bewertung von Kandidaten mit einbeziehen.