5 Trends for Marketing Executive Search Firms in 2022

Truly valuable content from the International Executive Search Federation about what Executive Search looks like today in 2022 an the smartest way to recruit marketing leaders.

#1. Candidate Driven Market

The biggest and most significant change that we’ve seen in the world of recruitment is the shift to a candidate-driven market. For the first time in a generation, there are more available jobs than there are candidates, and therefore the applicants hold more power than ever before. This means that recruiters will have to work harder to stand out and attract top talent. In 2022, we can expect to see a more creative range of recruitment strategies, whether it’s searching tactics, data-driven recruitment marketing or improved employer brand communications.

#2. Remote recruitment

It’s quickly become evident that remote recruitment is here to stay. Candidates are expecting remote work and remote interviews, at least at the first stage. In 2022 recruitment partners need to find ways to embrace the remote recruitment process. 

#3. Reaching passive candidates

The last year many companies competed for the same candidates and skillset. Passive candidates can often make better hires. Instead of being desperate to leave their current employer they’re excited by a company, the challenging job description, and its employer brand. The opportunity makes them consider leaving the safety of their current employer, whether it’s the opportunity to learn, the thought of a new challenge or the chance to work for a company that aligns with their values. This is a trend that won’t go away any time soon.

#4. Longer notice periods

Long notice periods for senior hires have always been a standard in executive search. In a candidate-driven market where employers are desperate to hold on to employees, we can expect this to continue into 2022.

#5 International hiring

If there is one thing the pandemic taught us it’s that managers and directors are also able to manage their companies from their home offices. An expert doesn’t have to live in the same area or even same country to be successful in his job. That means that you can search all over the world for the right expertise. And there are some countries famous for certain industries or business developments, so why not see if they can be of an added value for your local company? At IESF we work on several international searches simultaneously. To find the best solution for both the client and the candidate. This trend actually led to two opportunities. First, the opportunity to find and recruit experts for your company, regardless of their location. And secondly for organizations who normally attract expats for their subsidiaries, which shifted their recruitment focus to a preferred hire of local managers instead due to all covid restrictions and travel limitations.

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