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<p>The world of talent acquisition has undergone a significant shift in recent years, with executive search and headhunting playing a crucial role in finding top-tier talent for organizations.</p><p>We live in an increasingly digitized and hyperconnected environment. The VUCAH model already warned us of an increasingly Volatile, Uncertain, Complex, Ambiguous and Hyperconnected (VUCAH) reality. But this model is not just a set of acronyms; they have a clear impact on our daily lives.</p><p>According to the BANI model (Brittle, Anxious, Non-Linear, Incomprehensibledue to this constant and increasingly rapid change, the levels of frustration and fear increase. Therefore, if we want to participate in this reality we must remain in constant development, adaptation, flexibility... reinvent ourselves to keep growing and turn adversities into opportunities.</p><p>The world of talent attraction is no stranger to this trend. We face continuous challenges: new industries, new profiles, emerging companies, global environment…</p><p>Headhunting in its origins, back in the 50's in the USA and in the late 70's and 80's in Europe, was recognized as an exclusive, detailed and practically handcrafted service. Today, in the 21st century, while maintaining exclusivity, care and know-how, it requires the agility, flexibility and demands of today's environment.</p><p>Technology, digitalization, globalization are present, so it requires good professionals, experts in nethunting, managing platforms, professional social networks and at the same time with enough background onthe most effective methodologies to attract and approach the niche of target professionals.&nbsp;</p><p>Rigor, method, knowledge of the market, management of the associated technology..., are essential aspects if we are looking for success. That is why, in anticipation of the upcoming reconfiguration of the Human Resources industry, Headhunting is more and more important every day for those organizations in need of new talent..</p><p>International networks such as ENEX, with partners in more than 50 countries in the 5 continents, help to promote international networking, synergies and knowledge of best practices in Headhunting and Direct Search, so effective and at the same time so sensitive, since a bad practice can ruin the best of strategies.</p><p>One of the clients for which we work in this line is a multinational pharmaceutical company specialized in chronic therapies for which we are a reference provider of headhunting services.&nbsp;</p><p>· &nbsp; &nbsp; &nbsp; &nbsp;We collaborate in the search of professionals for both business and corporate positions.&nbsp;</p><p>· &nbsp; &nbsp; &nbsp; &nbsp;We approach passive talent by relying on the digitalization of human resources, in order to explore professional social networks to find the right candidates.&nbsp;</p><p>· &nbsp; &nbsp; &nbsp; &nbsp;Key Research, confidentiality and negotiation are the most relevant competencies of our team of professionals. &nbsp;We work with a specialized network and inbound coaching tools.&nbsp;</p><p>· &nbsp; &nbsp; &nbsp; &nbsp;We align expectations and competencies, as well as foresee and visualize future opportunities and goals.</p><h3>Benefits of Executive Search</h3><ul><li><strong>Access to Top Talent:</strong> Executive search firms have access to a pool of highly qualified candidates who may not be actively seeking new opportunities.</li><li><strong>Customized Approach:</strong> They tailor their search and selection process to fit the unique requirements of each organization, ensuring a perfect fit for both the candidate and the company.</li><li><strong>Market Insights:</strong> Executive search firms provide valuable market insights and industry expertise, helping organizations make informed hiring decisions.</li></ul><h3>Conclusion</h3><p>
Executive search and headhunting have become integral components of modern talent acquisition strategies. As organizations strive to stay ahead in the talent market, partnering with executive search firms can provide them with the insight, expertise, and access to top talent needed to drive their business forward.
</p><p>All partners in ENEX are strategic allies for our clients, always seeking mutual benefit between them and the candidates. With the organizations we make a precise assessment to carry out the search successfully and the different difficulties that may arise; and with the candidates, we maintain clear and oriented approaches to know their expectations.</p><p>Only by combining methodology, rigor, experience and agility is it possible to turn the threats of a VUICAH/BANI world into opportunities for the development of our organization's talent.&nbsp;</p><p>In order to achieve this, there is nothing better than having the help of an expert in Executive Search &amp; Headhunting. Can we help you?</p>

Executive Search, Headhunting and the shift in Talent Acquisition

woman in black long sleeve shirt holding white ceramic mug

<p>Emotional intelligence (EI) plays a crucial role in executive search, as it enables recruiters to identify and assess candidates beyond their technical skills and experience. In today's competitive business landscape, the ability to understand and manage emotions is highly valued in leaders, making EI an essential factor in the hiring process.</p><p>One of the key aspects of EI in executive search is the ability to gauge a candidate's self-awareness and self-regulation. Executives with high emotional intelligence are more likely to be aware of their strengths and weaknesses, as well as to regulate their emotions effectively, leading to better decision-making and interpersonal relationships within the organization. This is particularly important in senior leadership roles, where the ability to remain composed under pressure and navigate complex situations is paramount.</p><figure id="figure-h1qw31icl5lsiqwdb8"><img id="h1qw31icl5lsiqwdb8" src="https://images.unsplash.com/photo-1541844053589-346841d0b34c?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwzfHxsZWFkZXJ8ZW58MHx8fHwxNjgzODk0NjAyfDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="emotional intelligence executive" 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="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://images.unsplash.com/photo-1541844053589-346841d0b34c?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwzfHxsZWFkZXJ8ZW58MHx8fHwxNjgzODk0NjAyfDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><p>Furthermore, EI also encompasses social awareness and relationship management, which are critical for executives who need to lead and inspire teams. Recruiters look for candidates who can empathize with others, build strong relationships, and navigate conflicts constructively. These skills are vital for creating a positive and productive work environment, driving employee engagement, and fostering a culture of collaboration and innovation.</p><p>When evaluating candidates for executive positions, recruiters often use behavioral interview techniques to assess emotional intelligence. By asking situational questions that require candidates to demonstrate their ability to understand and manage emotions, recruiters can gain valuable insights into how candidates are likely to perform in leadership roles. This approach helps to identify individuals who possess the necessary EI competencies to thrive in high-pressure and dynamic business environments.</p><p>Moreover, emotional intelligence is closely linked to effective communication, which is essential for executives to convey vision, motivate teams, and influence stakeholders. Leaders with high EI are adept at active listening, articulating their ideas persuasively, and adapting their communication style to different audiences. These skills are instrumental in driving organizational change, fostering a positive corporate culture, and building strong external partnerships.</p><p>It's important to note that emotional intelligence is not fixed and can be developed over time. Therefore, executive search professionals also consider a candidate's potential for growth in EI when assessing their fit for a leadership role. This involves evaluating a candidate's willingness to receive feedback, learn from experiences, and invest in their personal and professional development, which are indicative of their capacity to enhance their emotional intelligence.</p><p>In conclusion, emotional intelligence is a critical factor in executive search, as it enables recruiters to identify leaders who possess the interpersonal and intrapersonal skills necessary to drive organizational success. By assessing candidates' emotional intelligence, recruiters can ensure that the individuals selected for executive roles are not only technically proficient but also capable of inspiring and leading teams, fostering a positive work culture, and navigating the complexities of today's business landscape.</p>

The Role of Emotional Intelligence in Executive Search

<p>Diversity and inclusion have become buzzwords in the corporate world, but their importance cannot be overstated, especially when it comes to executive search. In today's globalized and interconnected business landscape, companies that embrace diversity and foster inclusion are better positioned to thrive and succeed.</p><p> </p><h2>The Business Case for Diversity and Inclusion</h2><p>Research has consistently shown that diverse and inclusive organizations outperform their competitors. Companies that have diverse executive teams are more innovative, make better decisions, and achieve higher financial returns. By bringing together individuals with different backgrounds, experiences, and perspectives, companies can tap into a wider range of ideas and insights, leading to greater creativity and problem-solving.</p><figure id="figure-wa2dsb1sdlsiqse1o"><img id="wa2dsb1sdlsiqse1o" src="https://images.unsplash.com/photo-1573166675921-076ea6b621ce?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxMnx8ZGl2ZXJzZSUyMHRlYW18ZW58MHx8fHwxNzA3NzMwNzM3fDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="diverse team" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://images.unsplash.com/photo-1573166675921-076ea6b621ce?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxMnx8ZGl2ZXJzZSUyMHRlYW18ZW58MHx8fHwxNzA3NzMwNzM3fDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9;"></figure><p> </p><h3>Enhancing Decision-Making and Problem-Solving</h3><p>When executive teams are composed of individuals from diverse backgrounds, they bring a variety of perspectives to the table. This diversity of thought allows for more robust discussions and better decision-making. Different viewpoints challenge assumptions and biases, leading to more comprehensive and well-rounded strategies.</p><figure id="figure-s3cdaepnm7lsiqsf31"><img id="s3cdaepnm7lsiqsf31" src="https://images.unsplash.com/photo-1455849318743-b2233052fcff?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyMXx8ZGl2ZXJzaXR5JTIwb2YlMjB0aG91Z2h0fGVufDB8fHx8MTcwNzczMDczOHww&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="diversity of thought" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://images.unsplash.com/photo-1455849318743-b2233052fcff?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwyMXx8ZGl2ZXJzaXR5JTIwb2YlMjB0aG91Z2h0fGVufDB8fHx8MTcwNzczMDczOHww&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9;"></figure><p> </p><h3>Driving Innovation and Creativity</h3><p>Organizations that value diversity and inclusion create an environment that encourages innovation and creativity. By embracing different perspectives, ideas, and experiences, these companies are more likely to develop groundbreaking products and services. Diversity drives innovation by fostering a culture of openness, collaboration, and continuous learning.</p><p> </p><h2>The Role of Executive Search in Promoting Diversity and Inclusion</h2><p>Executive search plays a crucial role in ensuring that organizations have diverse and inclusive leadership teams. By actively seeking out candidates from underrepresented groups and providing equal opportunities, executive search firms can help companies break down barriers and overcome unconscious biases.</p><figure id="figure-1e5vakz1srlsiqsh8h"><img id="1e5vakz1srlsiqsh8h" src="https://images.unsplash.com/photo-1516321497487-e288fb19713f?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxNXx8ZXhlY3V0aXZlJTIwc2VhcmNofGVufDB8fHx8MTcwNzczMDc0MXww&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="executive search" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://images.unsplash.com/photo-1516321497487-e288fb19713f?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxNXx8ZXhlY3V0aXZlJTIwc2VhcmNofGVufDB8fHx8MTcwNzczMDc0MXww&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9;"></figure><p> </p><h3>Expanding the Candidate Pool</h3><p>Traditional executive search processes often rely on personal networks, which can perpetuate homogeneity within leadership teams. However, a more inclusive approach involves actively reaching out to diverse candidates who may not be part of those networks. By expanding the candidate pool, executive search firms can bring more diverse talent to the forefront.</p><figure id="figure-wre4o6ji59lsiqsi92"><img id="wre4o6ji59lsiqsi92" src="https://images.unsplash.com/photo-1505243542579-da5adfe8338f?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHw5fHxkaXZlcnNlJTIwY2FuZGlkYXRlc3xlbnwwfHx8fDE3MDc3MzA3NDJ8MA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="diverse candidates" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://images.unsplash.com/photo-1505243542579-da5adfe8338f?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHw5fHxkaXZlcnNlJTIwY2FuZGlkYXRlc3xlbnwwfHx8fDE3MDc3MzA3NDJ8MA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9;"></figure><p> </p><h3>Eliminating Bias in the Selection Process</h3><p>Unconscious biases can unintentionally influence decision-making during the executive search process. To promote diversity and inclusion, it is crucial to implement strategies that eliminate bias. This can include blind resume reviews, structured interviews, and diverse interview panels. These measures help ensure that candidates are evaluated solely based on their qualifications and potential.</p><p> </p><h2>The Future of Executive Search</h2><p>As the business landscape continues to evolve, so too must executive search practices. The future of executive search lies in embracing diversity and inclusion as core principles. By prioritizing these values, organizations can attract top talent, foster innovation, and gain a competitive edge.</p><figure id="figure-79inich45nlsiqsjzy"><img id="79inich45nlsiqsjzy" src="https://images.unsplash.com/photo-1485827404703-89b55fcc595e?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxNXx8ZGl2ZXJzaXR5JTIwYW5kJTIwaW5jbHVzaW9uJTIwZnV0dXJlfGVufDB8fHx8MTcwNzczMDc0NXww&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="diversity and inclusion future" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://images.unsplash.com/photo-1485827404703-89b55fcc595e?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxNXx8ZGl2ZXJzaXR5JTIwYW5kJTIwaW5jbHVzaW9uJTIwZnV0dXJlfGVufDB8fHx8MTcwNzczMDc0NXww&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9;"></figure><p> </p><p>In conclusion, diversity and inclusion are not just buzzwords but essential components of successful executive search. By valuing diversity, organizations can leverage the power of different perspectives, enhance decision-making, and drive innovation. Executive search firms play a vital role in promoting diversity and inclusion by expanding the candidate pool and eliminating bias. As we look to the future, it is clear that diversity and inclusion will continue to shape the executive search landscape, leading to stronger and more successful organizations.</p>

The Importance of Diversity and Inclusion in Executive Search

<p>In the fast-paced, ever-evolving landscape of the 21st century, businesses are constantly on the lookout for top talent to drive their success. The search for talent has become a crucial aspect of organizational growth and sustainability, with companies striving to attract and retain the best individuals in their respective fields.</p><p>We are often asked “what are the challenges for Talent search and retention in the 21st century?” The fact that Talent is an increasingly scarce commodity is nothing new. We have been talking about the "battle for talent" since the 1990s, but it is now that, in a situation of constant and increasingly rapid transformation, this scarcity threatens to limit the growth possibilities of our organizations due to the difficulty of finding the professionals we need.</p><p>With the rise of technology and globalization, the competition for talent has even intensified in recent years, leading to a shift in the way companies approach recruitment and talent acquisition. In this digital age, the quest for talent goes beyond traditional methods and requires a strategic and innovative approach.</p><h3>The Changing Dynamics of Talent Acquisition</h3><p>As the job market becomes increasingly competitive, organizations are re-evaluating their talent acquisition strategies to align with the evolving needs of the workforce. The traditional approach of posting job openings and waiting for applications is no longer sufficient in today's dynamic environment.</p><p>HR has a couple of essential tools at it's disposal to face this crisis: to optimize the search for talent and to strengthen the link between professionals and our organizations.</p><p>We must understand our role as a holistic project in which recruitment, training and development go hand in hand to make our companies healthy and wholesome environments that attract talent and secure their long-term commitment.</p><p>Something that was once a specific focus of certain sectors characterized by high turnover is now a reality for all of us.</p><h3>Employer Branding and Employer Experience, the basis of the system</h3><p>If we consider professionals to be at the heart of our business, everything they perceive about our organization becomes critical. And an attractive and visual website or a "work with us" section is not enough. Our press appearances, social media posts, corporate blogs, third-party referrals, awards and search engine rankings all come together to create an image that envelops everything we do.</p><p>The question we must ask ourselves is “does the image we project match what the talent I seek expects of me?”</p><p>Beyond that, does my own internal talent feel satisfied with who I am? "Perhaps I can activate some element to finish turning my collaborators into the best possible brand ambassador."</p><h3>Embracing Diversity and Inclusion</h3><p>In the quest for talent, diversity and inclusion have become integral to the recruitment and retention strategies of forward-thinking organizations. Embracing diversity not only fosters a more inclusive work environment but also brings a diverse range of perspectives and ideas to the table.</p><p>Companies are actively seeking to create diverse talent pipelines and implement inclusive hiring practices to ensure that they attract candidates from all backgrounds and experiences.</p><h3>Executive Search, Headhunting and International Talent Sourcing</h3><p>If our image is right, the next critical step is attraction. Sometimes organizations are constrained by job descriptions or organizational charts inherited from the past that correspond little or not at all with the current reality. A review and update of these descriptions can allow us to refine the search for new professionals with a greater focus. It may take a little more time, but the results will not be long in coming.</p><p>We should also consider each search almost as a direct search. Define the profile in detail, but leave room for flexibility. Let's plan a selection process with an international scope and allow ourselves to consider diverse profiles with different backgrounds but that converge in the most important thing: the tasks to be developed and the potential for contribution and growth in our organization.</p><p>ENEX, Global Network of Direct Search and Headhunting, with presence in more than 50 countries around the world, multiplies exponentially the options to find that "perfect match" between person, position and organization, taking the search for talent to another level.</p><h3>Conclusion</h3><p>And while the cycle of search, recruitment and engagement continues, the organization must not stagnate. It is necessary to continue to evolve in substance and form so that the organizational structures themselves adapt to the times, the market and society.</p><p>At the end of the day, the greatest challenge facing a company is precisely that: to combine stability with change in order to perpetuate itself over time.</p>

The (constant) search for talent in the 21st century

This is a shot of the owner of New Zealand watch company - Hunters Race.

<h3>Do you appoint your top management yourself? These 5 questions will help you!</h3><p><br></p><p>We sometimes hear our clients say: &nbsp;"We fill our management positions ourselves." &nbsp;</p><p>This is absolutely legit. You don't need a recruitment consulting firm to fill every top management position in your company.&nbsp;</p><p>Nevertheless, the external search for suitable candidates often fails, especially for top management positions, because there are no separate, target group-specific processes for top management positions. Specialists, experts and executives are 'lumped together' by means of undifferentiated external recruiting measures.&nbsp;</p><p>In this case, there is a lack of awareness for an inspiring and attractive application process. This applies in particular to top executives, who are usually not actively looking for a job. In the worst case scenario, positions are therefore not filled with the best possible people.</p><p><strong>You can therefore ask yourself the following 5 questions for a good analysis:</strong>&nbsp;</p><p>- Are my management positions filled with the right people?&nbsp;</p><p>- Am I satisfied with the performance of my HR department?&nbsp;</p><p>- Are we able to fill all vacancies with the best possible managers?&nbsp;</p><p>- Why should I use external service providers for recruiting?&nbsp;</p><p>- Is my HR department able to select and manage the right service provider?&nbsp;</p>

Do you appoint your top management yourself?

two women talking while looking at laptop computer

<h2>Introduction</h2><p>If you want top executives in your company, you usually have to develop or recruit them yourself. Suitable candidates for the upper management levels in particular are rarely actively on the lookout themselves. Your HR department plays a central role in this process - it is the bottleneck when filling vacancies, through which most career paths sooner or later lead.</p><p>Have you ever spoken to your colleagues about your leadership talent? Do they know the "diamonds" in the company? Are they already "polished" or still in the rough?</p><h3>6 questions you should definitely ask your HR department: &nbsp;</h3><p>- Can we meet our future staffing needs ourselves?</p><p>- Is there consistent succession planning for all key positions?</p><p>- Is there a dedicated and absolutely professional recruiting process for executives? (clear responsibilities, professional support, assessment centre, onboarding coaching, etc.)?</p><p>- What makes a good recruitment consultancy? Do we have an excellent recruitment consultancy as a partner that suits our company?</p><p>- How do we deal with unexpected and short-term bottlenecks?</p><p>- What value proposition do we use to attract talent?</p><figure id="figure-fpk1dckpdlsc72cfi"><img id="fpk1dckpdlsc72cfi" src="https://images.unsplash.com/photo-1609643242070-c69786a76c30?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxMHx8cXVlc3Rpb25zfGVufDB8fHx8MTcwNzMzNTE3NHww&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="a sign that is on the side of a hill" 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="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://images.unsplash.com/photo-1609643242070-c69786a76c30?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxMHx8cXVlc3Rpb25zfGVufDB8fHx8MTcwNzMzNTE3NHww&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><p>Have you received the answers from your HR managers? Contact us and we will advise you on how to deal with them.</p><h3><br></h3><p><br></p><p><br></p><p><br></p><h3><br></h3>

Blog

Executive Search, Headhunting and the shift in Talent Acq...

The Role of Emotional Intelligence in Executive Search

The Importance of Diversity and Inclusion in Executive Se...

The (constant) search for talent in the 21st century

Do you appoint your top management yourself?

6 questions you should definitely ask your HR department…