Executive Challenges in 2023/24

Managing Through Complex Corporate Landscapes

Executive Summary

• The pandemic has had a lasting impact on the global economy, including the white-collar workforce evolution.
• To stay competitive in today's corporate landscape, executives need to understand the generational differences between baby boomers, Gen-Xs, Millennials and Gen-Zs.
• Rutherford International boasts an extensive talent pipeline of 57000 management experts - 13463 seeking new opportunities in 2023; 85% possess over ten years of experience; 6264 are more likely to respond directly than job board ads.
• Succession planning is essential for building resilient businesses, and knowledge retention programs should be adopted to archive institutional knowledge as experienced senior executives retire or leave their positions voluntarily.
• Motivating older generations (Gen X & Boomers) can be done by offering remote working environments with greater flexibility while mapping influencers within hybrid organizations will help unlock potential amongst employees.
• Developing culture for distributive organisations must take into account younger generations leading success stories, whilst performance analytics can assess candidates' potential for success when hiring remotely or hybrid.

Business Challenges & Solutions in 2023/24

The pandemic has left a lasting impact on the global economy in ways both seen and unseen. Societal divisions, mounting debt, weakened infrastructure and political instability are some of its most visible legacies; however, altering the white-collar workforce beyond conventional comprehension is just as damaging. How we pursue resetting society's course has significant implications for work-from-home evolution, emphasizing our need to measure employee potential for remote productivity accurately. Many argue in support of a return to onsite work due to cultural benefits such as increased teamwork, rapid decision making and mentorship opportunities - however, corporate culture is an elusive concept, often difficult to define and capture.

To stay competitive in today's constantly-shifting corporate landscape, executives need to understand and consider the nuanced generational differences between baby boomers, Gen-Xs, Millennials and Gen-Zs. To do so allows for sustainable success, particularly when strategic planning processes consider each generation's traits for ensuring organizational growth regardless of economic circumstances.

Swan Dives in the Talent Pool

Canada's Commercial Real Estate landscape comprises an impressive 74,000 upper-middle and senior executive professionals. Rutherford International boasts a uniquely extensive talent pipeline of 57,000 management experts - 13,463- seeking new opportunities in the 2023 calendar year! Of this group that can potentially fill competitive roles at your organization quickly and effectively: 85% possess over ten years of experience; 6,264 are more inclined to respond to direct outreach than job board ads. In addition to these talented individuals already available through our database search capability services (which do not include mid-level managers or involuntary seekers), NEXTalent ensures clients have access to cost-effective recruitment methods without compromising on quality standards. Our standard requires candidates to meet client expectations 80 per cent or more each time.

Subject to the complexity and platform utilized, the cost of a NEXTalent recruitment program will range between ten and twenty-five per cent of the Base Salary. Rutherford International's search services are limited to Tier One, Board positions and PE assignments at a minimum fee of fifty thousand $USD. All Rutherford assignments include an eighteen-month performance warranty.?

Succession Planning

Succession planning is a crucial step for building a resilient business! A comprehensive plan preempts the disruption caused by personnel changes and provides growth opportunities. In making such a roadmap, you arm yourself with the necessary tools to navigate unexpected transitions and ensure your enterprise will remain strong even in uncertain times.?For additional thoughts on succession planning.

Knowledge Retention

The potential turnover of experienced senior executives and upper-middle management with more than ten years of experience in 2023 underscores the importance of companies adopting an active program to archive knowledge. Ensuring business continuity starts with more than just backing up a company's digital content management system. Institutional knowledge is much more complex and can be taken out of the office each evening, assuming it arrives in the office in the morning. It rarely follows a specific chain of ownership. The demographic shift currently taking place has the Baby Boomer generation entering retirement and leading an exodus of talent within corporate and industry structures. Link here for additional thoughts on knowledge retention

Motivating the Gen-X & Boomer Executives

Ten thousand nine hundred and ninety executives with more than ten years of experience are examining job opportunities and considering career moves. Fifty-seven per cent of these ten-year veterans (6,264) are Passive job seekers. (Early Gen-Y, Gen-X and Boomer II). The COVID-19 pandemic influenced this trend - rather than just younger generations in leadership roles actively seeking new positions, older Gen-Ys, Gen-Zs and Boomers have joined them with a vengeance. This trend has led to speculation that these professionals may prefer remote working environments with greater flexibility to maintain their lifestyle during such unprecedented times, suggesting lasting changes in how they view work post-pandemic. Link here to read the newsletter.

Mapping Influencers in a Hybrid Organization

Social network mapping is an invaluable tool that can help any organization unlock the full potential of their employees and maximize understanding of personal connections in distributive organizations. Beyond reflective hierarchies, it provides insight into critical influencers essential to cultivating corporate relationships, making decisions, contributing social capital and more. Leveraging this resource to identify these individuals or groups within a company's distributive workforce before targeting layoff candidates could prove invaluable. Yet, another factor underlining why careful use of human resources data is imperative for success in today's competitive industry landscape. Link here to learn more.

Developing Culture for a Distributive Organization

With less than seven years left in their working lifecycle, should Boomers take a backseat in framing the post-pandemic corporate culture?

Corporate culture is an integral part of a successful organization, as it outlines the values and processes which guide how employees are recruited and managed. In these unprecedented times, there has been increased discussion about whether remote working undermines corporate cultures - making this factor even more crucial for companies to consider. With younger generations now often spearheading success stories in business today, evaluating their work environment must be prioritized if the real potential is to be realized within each individual worker present in that company’s ecosystem. Linke here to learn more.

Mobilizing the Distributive Worker Mindset

Hiring effective and motivated staff capable of hybrid or remote work is no longer a matter of chance! Supported by behavioural and performance analytics, our specialized talent acquisition and Performance Assessment Services (PAS) give organizations confidence that each hire is committed and dependable.

Furthermore, our performance analytics assess candidates' potential for success and furnishes an integrated audit of their communication and team-oriented skills - attributes fundamental to remote working success. With these attributes, organizations can be confident that remote workers are dependable contributors to overall growth and profitability - with every hire. Link here to learn more.

Conclusion

Enhancing your team with well-suited candidates is paramount to achieving business success. Rutherford International and NEXTalent are here for you - we specialize in connecting employers with top talent who will fortify organizations not only now but also over the course of the next four years. Our promise? Innovative talent acquisition coupled with assessment plans crafted around each client's unique needs, all at a cost that corresponds directly to results; why wait any longer? Get in touch today via our phone line (855) 256 5778 X101 or text 416 477 9730 for an initial consultation to shape tomorrow's successes together!