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<h2>Understanding the Evolving Landscape of Executive Search</h2>

<p>As we navigate the complexities of a rapidly changing business environment, the realm of executive search is expected to undergo significant transformations in the coming years. Organizations are increasingly looking for leaders who can not only manage but thrive in uncertainty. This shift necessitates a more nuanced approach to identifying and recruiting top-level talent.</p>

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<p>Companies will likely prioritize candidates with a proven track record of adaptability and innovation. Executive search firms must, therefore, refine their strategies to align with these evolving expectations. This involves leveraging advanced technologies and adopting more holistic evaluation methods to ensure the right fit for leadership roles.</p>

<h2>The Role of Technology in Executive Search</h2>

<p>Technology is set to play a pivotal role in reshaping executive search processes. Artificial intelligence and machine learning are being integrated into recruitment platforms to streamline candidate identification and assessment. These tools can analyze vast amounts of data at unprecedented speeds, providing insights that human recruiters might overlook.</p>

<p>Moreover, digital platforms are facilitating global searches, breaking down geographical barriers and expanding the talent pool. This technological integration will likely lead to more efficient and effective executive search outcomes, offering organizations a competitive edge in securing top leadership talent.</p>

<figure id="figure-7e9k9tpcqlm7sopxw7"><img id="7e9k9tpcqlm7sopxw7" src="https://media.gettyimages.com/id/1367515302/photo/anonymous-people-avatars-in-virtual-space.jpg?b=1&s=2048x2048&w=0&k=20&c=XXUtmLR4dzMUzfbKxyIQBldd2b0e3rYmBHoJupcjjm4=" alt="technology recruitment" class="object-cover bg-gray-100" style="aspect-ratio: 16/9"></figure>

<h3>AI and Data Analytics</h3>

<p>AI-driven analytics will become indispensable in evaluating potential candidates. By analyzing patterns in career trajectories, performance metrics, and even social media presence, these tools can predict candidates' future success and cultural fit within an organization. This data-driven approach allows for more informed decision-making, reducing the risk of costly hiring mistakes.</p>

<h2>The Growing Importance of Diversity and Inclusion</h2>

<p>As businesses recognize the value of diverse leadership teams, executive search firms are increasingly focusing on diversity and inclusion (D&I) initiatives. The push for diverse representation at the executive level is not just a trend but a necessity for fostering innovation and driving growth in a globalized market.</p>

<figure id="figure-ncnu701k2m7sopxw7"><img id="ncnu701k2m7sopxw7" src="https://media.gettyimages.com/id/648817898/photo/life-is-amazing-when-you-have-the-greatest-friends-around.jpg?b=1&s=2048x2048&w=0&k=20&c=hiZYuuiIuoQAC4jr3rzTAH1SImziPqxRsgqlqQMreRc=" alt="diversity inclusion" class="object-cover bg-gray-100" style="aspect-ratio: 16/9"></figure>

<p>Search firms are implementing strategies to create more inclusive recruitment processes. This includes revising job descriptions to eliminate biased language, actively seeking out diverse candidates, and ensuring that interview panels reflect a range of perspectives. By prioritizing D&I, companies can build resilient leadership teams equipped to tackle future challenges.</p>

<h2>Emphasizing Soft Skills in Leadership</h2>

<p>While technical expertise remains crucial, there is a growing emphasis on soft skills such as emotional intelligence, empathy, and communication. Today's leaders are expected to inspire and motivate their teams, fostering a positive organizational culture that attracts and retains talent.</p>

<p>Executive search firms will increasingly evaluate candidates based on their ability to connect with others and lead with empathy. This shift underscores the importance of human-centric leadership in driving organizational success in an unpredictable business landscape.</p>

<figure id="figure-s37x37ub3mm7sopxw7"><img id="s37x37ub3mm7sopxw7" src="https://media.gettyimages.com/id/531113851/photo/getting-into-the-nitty-gritty.jpg?b=1&s=2048x2048&w=0&k=20&c=L8ZZ_8n6A2qNZS4ASvSgUzMTjg8xMSyX3EiSzUtLCbQ=" alt="leadership skills" class="object-cover bg-gray-100" style="aspect-ratio: 16/9"></figure>

<h2>The Rise of Interim Executive Roles</h2>

<p>In response to the dynamic nature of today's market, interim executive roles are gaining popularity. Organizations are recognizing the benefits of bringing in experienced leaders on a temporary basis to navigate periods of transition or crisis.</p>

<p>This trend offers flexibility and allows companies to tap into specialized expertise without long-term commitments. Executive search firms are adapting by developing networks of interim executives who can step into critical roles at short notice, providing stability and direction during periods of change.</p>

Executive Search Trends: What to Expect in the Coming Years

aerial view of city near mountain during daytime

<p><strong>The ENEX Annual Global Meeting (GAM 2025)</strong> is just around the corner, and we are thrilled to welcome our Partners to <strong>Cape Town, South Africa, from April 28th to May 2nd.</strong> This year’s edition is particularly special—it marks the <strong>first-ever GAM on "old" continent</strong> ground, adding an exciting new chapter to our global journey!&nbsp;</p><p>As always, the ENEX GAM serves as an exceptional opportunity to connect with Partners from across all continents. This time, we are excited to welcome <strong>new Partners</strong> joining us for the first time from <strong>Nigeria, Ireland, the UK, Morocco, China, Namibia, Thailand, and France</strong>. Their presence will bring fresh perspectives and even more opportunities for collaboration and growth.</p><figure id="figure-v3xrnjfpjhm7k48cyc"><img id="v3xrnjfpjhm7k48cyc" src="https://images.unsplash.com/photo-1602367381755-effb73319501?crop=entropy&cs=tinysrgb&fit=max&fm=jpg&ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyM3x8Y2FwZSUyMHRvd258ZW58MHx8fHwxNzQwNDY1Mjk5fDA&ixlib=rb-4.0.3&q=80&w=1080" alt="white and brown concrete buildings near gray mountain under blue sky during daytime" title="white and brown concrete buildings near gray mountain under blue sky during daytime" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure><p>We extend our <strong>heartfelt thanks to our South African Partner, Enshrine Placements,</strong> for hosting us in one of the world’s most breathtaking cities. Cape Town, with its stunning landscapes, rich history, and vibrant business culture, provides the perfect setting for meaningful discussions and valuable exchanges.</p><blockquote><p>Together, we will shape the future of ENEX! Join us for an unforgettable week of insightful discussions, global networking, and shared experiences that will strengthen our community. A special THANK YOU to our incredible hosts, Caryn Darley from Enshrine Placements South Africa, for her support in making this event possible! Looking forward to seeing you all in Cape Town!</p></blockquote><p>Marleen Smekens | President</p><p><br></p><p>#ENEXGlobalMeeting #GAM2025 #SouthAfrica #CapeTown #ExecutiveSearch #GlobalNetworking #ENEX #Leadership #BusinessGrowth</p>

Countdown to ENEX GAM 2025: A Landmark Global Gathering in Cape Town!

<h2>Understanding Executive Search</h2><p>Executive search, often referred to as headhunting, is a specialized recruitment service used to source candidates for senior-level and executive positions across organizations. Despite its crucial role, many misconceptions surround this field. In this blog post, we aim to debunk the top five myths about executive search, providing a clearer understanding of its significance and process.</p><h3>Myth 1: Executive Search Is Only for Large Companies</h3><p>A common misconception is that executive search services are exclusive to large corporations with vast resources. In reality, organizations of all sizes can benefit from these services. Small to medium-sized enterprises often require strategic leadership to navigate growth challenges, and engaging an executive search firm can be a cost-effective way to ensure they find the right talent.</p><figure id="figure-2kainkck3m7k3yuqr"><img id="2kainkck3m7k3yuqr" src="https://media.gettyimages.com/id/80617494/photo/businessmen-standing-on-a-stairway.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=9jDHqpRqjzTQW5EHjN_RmdFAnMblupBB1AIxjLoZC8Q=" alt="executive meeting" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/80617494/photo/businessmen-standing-on-a-stairway.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=9jDHqpRqjzTQW5EHjN_RmdFAnMblupBB1AIxjLoZC8Q=" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Myth 2: It's Just About Filling a Vacancy</h3><p>Many people believe that executive search is simply about filling a vacant position. However, the truth is that it’s about finding the perfect fit for a company’s culture, values, and long-term goals. This process involves a deep understanding of the organization’s needs and industry trends, ensuring that the selected candidate will contribute significantly to the company's success.</p><p>Executive search firms conduct extensive research and employ various strategies to identify candidates who not only possess the required skills and experience but also align with the company’s vision.</p><h3>Myth 3: Executive Search Takes Too Long</h3><p>Another myth is that executive search is a lengthy process that takes too long compared to traditional recruitment methods. While it is true that the process can take several weeks, this time investment is necessary to ensure a comprehensive assessment of potential candidates. The thorough vetting process ultimately saves time and resources in the long run by reducing turnover rates and ensuring a successful hire.</p><figure id="figure-zrrp4xcovhm7k3yuqr"><img id="zrrp4xcovhm7k3yuqr" src="https://media.gettyimages.com/id/1134894639/photo/business-meeting-marketing-strategy-photos-business-meeting.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=JOoEd5eHwgwULpEyKs8U0YBRiFGV2Ar_zB7dqE2NkvU=" alt="clock with business background" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://media.gettyimages.com/id/1134894639/photo/business-meeting-marketing-strategy-photos-business-meeting.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=JOoEd5eHwgwULpEyKs8U0YBRiFGV2Ar_zB7dqE2NkvU=" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Myth 4: It’s Too Expensive</h3><p>The perception that executive search services are prohibitively expensive prevents some companies from utilizing them. While there is an upfront cost, the return on investment can be substantial. A well-placed executive can drive growth, innovation, and profitability, far outweighing the initial expenditure.</p><p>Moreover, executive search firms often offer flexible pricing models tailored to the organization's needs, making it accessible to a wider range of companies.</p><h3>Myth 5: Executive Search Firms Operate in Isolation</h3><p>Some assume that executive search firms work independently without involving the hiring organization until the final stages. In reality, these firms work closely with management teams throughout the process. Collaboration is key, as it ensures that the search firm fully understands the company’s culture and requirements.</p><p>This partnership approach helps in crafting a tailored strategy and identifying candidates who will seamlessly integrate into the company’s fabric.</p><h2>Conclusion</h2><p>Dispelling these myths helps organizations better appreciate the value that executive search firms bring. By understanding the true nature of these services, companies can make informed decisions about how best to attract and retain top-tier talent in today’s competitive market. Whether you're a small startup or an established multinational, leveraging executive search can be a game-changer in securing the leadership needed to move your business forward.</p>

Top 5 Myths About Executive Search Debunked

Data analysis of document ai artificial intelligence process with technology processor to planning business information data, tech, network corporate concept.

<p>A high-level online panel discussion was held on November 20th, bringing together more than 50 attendees from around the world, to reflect on the challenges and trends in the field of Executive Search. Entitled “Today's Executive Search General Overview: Trends and Challenges”, the event was organized by Psicotec and featured the participation of prominent industry leaders, offering a global view on the key aspects that are defining and transforming this specialty.</p><p><br></p><h3>A panel of international experts</h3><p>The session was moderated by Rodrigo Perales, Marketing Director at Psicotec, and featured three international speakers:</p><ul><li>Marleen Smekens: co-founder of Mentorprise (Belgium) and current president of ENEX Global.</li><li>Björn Knothe: CEO of Division One (Germany) and former president of ENEX Global.</li><li>Mª Luisa Riobóo: CEO of Psicotec (Spain) and Europe Head of Region of ENEX Global.</li></ul><p>The attendees, from countries as diverse as Spain, Germany, Belgium, South Africa, United States, United Arab Emirates, Portugal, Austria, Japan and Nigeria, were able to enjoy a dynamic and enriching conversation which was structured in two main blocks: key aspects to consider when carrying out any Executive Search project, and the main challenges and trends facing the sector that will mark its evolution in the coming years.</p><h3>Key aspects in international Executive Search projects</h3><p>One of the main axes of the discussion was the analysis of the critical aspects that must be considered when dealing with Executive Search projects, especially those that are developed in an international context. The experts highlighted that the success of these processes depends on:</p><ol><li>Experience and specialization: Having a company specialized in Executive Search provides a differential value, especially in global environments where cultural nuances and market dynamics vary significantly.</li><li>Quality and rigor: From the identification of talent to the assessment of the candidates, excellence in each stage of the process is fundamental to guarantee the optimal fit between the candidate and the organization.</li><li>Confidentiality: In this field, more than 80% of the people who participate in these processes are not actively looking for a new project. Therefore, confidentiality is a particularly relevant aspect and not only the success or failure of the project will depend on it, but also the reputation of the parties involved.</li><li>The integration of new technologies: The ability to use advanced technological tools and artificial intelligence (AI) solutions to streamline and make selection processes more flexible is increasingly relevant, but all of this in a balanced way, ensuring human and personalized treatment.</li></ol><h3>The importance of ensuring a cultural fit between the company and the candidate</h3><p>There is one aspect that deserves a separate mention due to its importance: the need for Executive Search processes to ensure that the match between the person and the organization will be the right one.&nbsp;</p><p>Increasingly, the vast majority of Executive Search processes are approached from a global perspective. The right talent can be anywhere in the world and, therefore, it is vital to be able to identify and evaluate potential candidates with a broad and strategic vision. But this international approach can involve a significant cultural distance and complications when integrating new leaders into an organization with its own idiosyncrasies.</p><p>The three roundtable participants agreed that there are two ways that can help ensure cultural fit:</p><ul><li>Rigor and quality of the candidate's assessment. In these cases, the personal interview is particularly important, in which the values, principles and behaviors that allow us to analyze whether the person will fit in their new environment are examined in depth.</li><li>In addition, it is important to combine two points of view: the global vision and the local perception.</li></ul><blockquote><p>ENEX Global is an international association of independent Executive Search and Search companies that share the same philosophy of work and quality of our solutions. We are present in more than 50 countries around the globe, which allows us to pool our local knowledge with the latest international trends. This is the only way we can ensure worldwide reach, local expertise &amp; true engagement.&nbsp;</p></blockquote><p>Marleen Smekens, President of ENEX Global</p><p><br></p><h3>Technology as a driver of change in Executive Search</h3><p>In addition to cultural aspects, the speakers agreed that technology is the aspect that will most profoundly transform the sector in the coming years. AI-based tools are revolutionizing the way talent is identified and evaluated, improving the efficiency and accuracy of processes. However, they also stressed the importance of balancing these innovations with the human component that characterizes Executive Search, as strategic decision making still requires experience, intuition and a deep understanding of organizations and candidates.</p><h3>Views from the Future in international Executive Search projects</h3><p>Executive Search is at a crossroads where globalization, digitalization and client expectations are setting the course. Experts emphasized that, in this environment, companies that lead in the adoption of disruptive technologies and maintain a focused approach to service quality and understanding of people and candidates will have a significant competitive advantage.</p><p>This event not only provided an overview of current trends and challenges, but also connected leaders from different corners of the world and demonstrated the relevance of generating spaces for dialogue to address the challenges shared by the sector.&nbsp;</p><p>Initiatives such as this panel discussion only underscore the pillars on which the world of Executive Search rests and on which it will continue to evolve:</p><ul><li>The expertise of specialized companies, closely linked to in-depth knowledge of the market, the quality of their solutions and the value of confidentiality.</li><li>The capacity for innovation and adoption of AI-based solutions, always as a complement to human beings and with the aim of streamlining and optimizing processes.</li><li>International presence and membership in global networks, which maximize attractiveness and minimize the possible cultural gap.</li></ul><p>Is your company looking to incorporate C-level talent? Do you need to start an international search process? At ENEX Global we can help you. <a href="https://www.enexsearch.group/">https://www.enexsearch.group/</a>&nbsp;</p>

Panel Discussion: “Today's Executive Search General Overview: Trends and Challenges”

Eifel Tower against colorful sky and old town building in Paris, France.

<p>Welcome to another ENEX Partner series, where we introduce our global Partner firms and the people behind the organisations. Today we introduce to you RH Performances, our second French ENEX Partner in the group.</p><figure id="figure-y8vhwfdo0jm4gqkkk4" data-full-width="" class=""><img id="y8vhwfdo0jm4gqkkk4" src="https://cdn.durable.co/blocks/3aKpvsWF9oW4XmKJhQkakf3fZCwlK4WZvtYjiEC69zIaiKXoHZ1nv9bTzzyR8KXJ.png" alt="" title="" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: undefined undefined;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="true" data-mce-src="https://cdn.durable.co/blocks/3aKpvsWF9oW4XmKJhQkakf3fZCwlK4WZvtYjiEC69zIaiKXoHZ1nv9bTzzyR8KXJ.png" data-mce-style="aspect-ratio: 16/9; object-position: undefined undefined;"></figure><p>For 20 years now, RH Performances has specialized in recruitment and headhunting to help companies across France find and develop talents who correspond to their values. Today, this is still the case, this HR firm has maintained its deep commitment to supporting companies. Year after year, their team has grown... And their expertise too.</p><p>RH Performances now operates in all the phases of their clients' HR process, from recruiting to talent development, including individual and team coaching, as well as strengthening team cohesion thanks to their team Building offers.</p><p>RH Performances is present in <strong>Lille</strong>, <strong>Paris</strong> and <strong>Lyon</strong> to support their clients in all their projects, even the most ambitious ones !</p><figure id="figure-pvybu3vd7lm4gqhxb0"><img id="pvybu3vd7lm4gqhxb0" src="https://cdn.durable.co/blocks/2olZWMw9S2tDOLXdeOgm0wcDbwN6p17XlKoMn74jcDXuxKerq9PsLp7TkGjTtGc8.png" alt="" title="" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/2olZWMw9S2tDOLXdeOgm0wcDbwN6p17XlKoMn74jcDXuxKerq9PsLp7TkGjTtGc8.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Their mission</h3><p>Their recruitment solutions are diverse and tailored: recruitment missions, sourcing solutions, consulting, assessment... Their expertise in the French job market allows them to offer their clients the best tools and the best candidates to meet their most specific needs.</p><p><strong>Their primary aim? </strong>Creating added value through simple, innovative and tailored solutions. Not to forget the dynamic duo that supports their clients: the executive search consultant and head hunter team.<br><strong>Good to know:</strong> this company specializes exclusively in permanent contract (CDI in French) recruitment.<br><strong>Focus groups of the firm are: </strong>executive search, business &amp; marketing, digital, finance, cross-functional roles, industry &amp; construction, retail &amp; restaurants, IT…<br></p><h3>Their keys to success</h3><p><strong>20 years of expertise in the French market</strong><br>Their executive search consultants have excellent knowledge of the French recruitment market and offer tailored solutions: recommendations, advice, and candidates that match your real needs! Several offices have been established for years in various French regions to provide you with the best support:<br></p><ul><li>In Hauts-de-France with an office based in the Lille metropolitan area, specifically in Marcq-en-Baroeul, 10 minutes from Lille.</li><li>In Île-de-France with an office based in central Paris.</li><li>And finally in the Auvergne-Rhône-Alpes region with an office based in Lyon.</li></ul><p><strong>Deadlines and quality are their priorities</strong><br>Their executive search consultants and head hunter implement advanced headhunting strategies. They evaluate and test each candidate to send shortlists as quickly as possible. They send profiles they consider ideal for the position and for the client's culture, within 3 to 6 weeks depending on the chosen solution!</p><p><br><strong>Stay in control of unexpected situations thanks to their guarantee.</strong><br>A guarantee is included for each recruitment mission: if things don't work out with your candidate, the team is available to understand the reasons for the failure and support you again to propose new profiles... And this, within a timeframe that defies the speed of light!</p><p><br><strong>A recruitment approach promoting diversity and inclusivity / inclusiveness</strong><br>RH Performances has been B Corp certified since 2019 and was recently re-certified (in 2023), the label for companies that are better FOR the world from a social, environmental, and territorial perspective. Their employees are regularly trained in non-discrimination: they promote diversity and inclusion in their recruitment. They suggest qualified and talented candidates from<br>different backgrounds: everyone deserves a chance!</p><p><br><strong>Develop your new talent's skills, free of charge, for one year</strong><br>The talents recruited by RH Performances can benefit from a one-year access to their inter-company training programs. Thus, the recruitment team follows their onboarding and ensures their professional development. Their inter-company training will improve new talents' approach to various<br>subjects, particularly management and interpersonal communication.<br></p><p>Ready to write the future of your company with RH Performances?</p><p><br></p><p><br></p><p><strong>Want to learn more?</strong> Go to <a href="http://www.psicotec.com" data-mce-href="http://www.psicotec.com">https://www.rhperformances.fr</a><br></p><p><br></p>

Partner Series | ENEX France RH Performances, Your French Partner for Successful Recruitment

<p>In our ongoing ENEX Partner series featuring our global firms and the people behind, we now turn our spotlight to HILL International Romania. </p><h3>Adapting to Change: Insights into Romania's Evolving Labor Market</h3><p>We are pleased to speak with Anca Raican, who offers her expert insights into the dynamic economic landscape and labor market trends currently shaping Romania.</p><h3>How would you describe the current economic situation and the labor market in your country?&nbsp;</h3><p>Change, transformation, fluctuation, and (im-)migration could be said to have been portraying Romania over the last few years, both when dealing with the economic situation and the labor market. The pandemic has significantly reshaped businesses, the market, and job demands, and currently, we are in a continuous process of redefining, rewriting, and adapting to the new normal, which is constantly transforming and becoming each day’s new reality. The GDP is expected to grow by 3.3% currently and 3.1% in 2025. The aging population is increasing, while Generation Z is emerging more prominently. We are fortunate; Romania has a strong population mastering foreign languages, sometimes with a mix not easily found, enabling the younger generation to easily access preferred opportunities for entry-level roles (the call centers/BPO businesses still rank in the top three; these are, for many of them, a stepping stone for the development of a successful professional track and open doors to a wide range of industries). The generation gap is present, and organizations are in the process of adopting the most appropriate plans for securing sensitive lines of management; thus, more and more outstanding opportunities will address youngsters for succession planning programs. 2024 is marked by the continuous necessity of coping with uncertainty, and the overall global context will surely influence 2025 as well.</p><h3>What are the main characteristics of the labor market in your country?</h3><p>In a nutshell:</p><ul><li>Enhanced population aging process (nevertheless common to all of Europe), accompanied by the scarcity of youngsters in the job market</li><li>Currently, three generations are active and coping with the challenge of working together</li><li>Romania ranks globally among the first 20 countries regarding population migration; the attraction and “adoption” of non-EU labor force is becoming more and more not only a necessity but a practice to cover mainly unskilled workers</li><li>Accelerated business automation and digitalization are reshaping the required competencies</li><li>Employment opportunities: Public vs. Private/Corporate – Public institutions are quite attractive</li></ul><h3>How do you currently view labor mobility regarding people in your country?&nbsp;</h3><p>Increased mobility has changed the workforce market across Europe, and now it is happening at every workforce level. For Romania, the first impact was felt in blue-collar roles, but now challenges arise at all levels, with a special focus on highly specific technical roles. It could be said that labor mobility occurs internally within the country, as well as externally between EU countries; therefore, recruitment and selection are becoming more global and creative, regardless of where the opening exists.</p><h3>How are employers responding to a shortage of employees with the right skills and qualifications?</h3><p>It is becoming more of a "walking on thin ice" approach, as the shortage of well-qualified people impacts almost all organizations, and companies are more or less addressing the same pool of potentials. The topic covers multiple facets (some of which require resources, both human and financial investments) that vary from one company to another. We can talk about the "attractiveness and visibility" of the employer in the job market, employer branding actions, the Employee Value Proposition (EVP), organizational culture, salary, and benefits, etc. Solutions could be identified; what is relevant is how efficiently they can cover an existing, concrete situation. Constantly screening the market, investing in potentials, reconversion programs, and adopting more inclusive hiring policies (e.g., for employees aged 45+) might contribute. At the same time, the response time during the recruitment process needs to be significantly shortened, as promptness in providing feedback to appropriate and interested candidates becomes crucial for the decision-making process on both sides.</p><p><strong>What trends characterize working conditions and corporate culture in your country? What motivates a manager/employee to change jobs?</strong></p><p>When it comes to the motivational pillars, it’s not easy to present a common response. Nevertheless, the higher the role and the more sophisticated the seniority level - mainly in top and senior management positions - the more attractive the opportunity to manage teams—not necessarily larger ones, but being empowered to drive the organization to the next level. On the other hand, when it is about specialists - and now we are talking about a candidate-driven market - they are at stake as everyone is competing against the same limited pool of good professionals. The processes are triggered mainly by salary and the compensation and benefits package (which has become increasingly "creative," complex, and sophisticated, with the freedom to change between perks within certain limits). Mental health support as a benefit has gained significant ground over the last few years, along with work conditions. Of course, professional development is also important, but it seems to rank lower in priority.</p><p><strong>As HILL International in your country, what is your contribution to making companies more successful?</strong></p><p>First of all, “Chapeau bas!” to the HR consultancy role, to the job itself, as it is about facilitating direct connections and rapport with really fascinating people, some of them leading professionals and personalities in their fields of activity - relationships that we build to last over time. Touching on this point, it is to be mentioned that we’ve witnessed, in more than 30 years of presence in the Romanian market, the entire chain of market development. Being locally present quite soon after the 1989 Romanian revolution, it could be said that we’ve grown with the market and accessed a variety of businesses once the multinational companies decided to enter Romania. Our service portfolio has also expanded to align with new trends and practices, from executive search and personnel evaluations to management audits, career counseling, outplacement, and coaching. Thus, our local area of expertise has continuously developed not only through the services portfolio but also through the fact that acting as HR generalist consultants has significantly contributed to strong market know-how and a diverse and complex network of professionals.</p><p>Want to learn more? Go to <a href="https://www.hill-international.com" data-mce-href="https://www.hill-international.com">https://www.hill-international.com</a> </p><p>Want to meet team Romania? Go to <a href="https://www.hill-international.com/en-RO/the-team" data-mce-href="https://www.hill-international.com/en-RO/the-team">https://www.hill-international.com/en-RO/the-team</a> </p><p><br></p><figure id="figure-x48aovpd4cm3wpie2f"><img id="x48aovpd4cm3wpie2f" src="https://cdn.durable.co/blocks/34qN3lMbSF0L6PX7fMfBwx8FQ27ISz8hzL3xbIJNa9vkKObJhLQXP5fyvk3iVMke.jpg" alt="" title="" class="object-cover bg-gray-100 " style="aspect-ratio: 3/2; object-position: undefined undefined;" data-corners="default" data-aspect="3:2" data-caption="" data-positionX="undefined" data-positionY="undefined" data-fullWidth="false"/></figure>

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