Executive search: identifying and attracting tomorrow’s leaders

Recruiting executives is a complex and demanding task, which is often due to the unavailability of profiles on the market. All the more so as they are expected to take on leadership roles. So how to identify the best profiles? And how to convince them to join a new organisation?

With over 25 years’ experience in human resources in Luxembourg, in the financial and industrial sectors, and the last six years as a headhunter, I’ve seen the positive impact that a good recruitment strategy can have on a company. Identifying and attracting high-performing candidates can fundamentally change a company’s future. So, I’d like to share some of my thoughts with you.

Tracking down the qualities that make the difference

When talking about top profiles, the definition goes far beyond the technical skills required for a specific job. In fact, what really stands these exceptional profiles out are their human and behavioural qualities. Beyond their knowledge and know-how, soft skills are what reveal a candidate’s potential.

Leaders should be expected to transform and innovate by putting both internal and external customers at the heart of their actions. As such, understanding customers and delivering value to them is essential. The best management teams are distinguished by their passion for meeting their customers’ needs. They stay in regular contact, listen to feedback and constantly look for new ways to deliver value. By staying close to customers and actively listening to their feedback, these managers can innovate to meet ever-changing needs.

The hallmarks of successful leaders are resourcefulness and creativity. The best talents don’t just follow established processes, they are constantly looking for innovative ways to improve practices, optimise results and solve problems. They are able to think outside the box and approach business situations with new and original perspectives.

Another distinctive feature of these profiles is their open-mindedness and ability to adapt to changing environments. They demonstrate a flexibility that allows them to navigate with ease through uncertainties and unexpected obstacles. This adaptability is often the result of varied experiences that have confronted them with diverse challenges and enabled them to develop exceptional resilience.

Consider the example of the CFO, a key position in any organisation. The best candidate for this role will not only ensure compliance and timely financial operations. They will also be proactive in preventing cash flow problems, reducing financial risks, and identifying potential revenue generation issues. They must be able to anticipate financial challenges and warn of risks that could affect the company’s growth objectives. Their ability to navigate a complex financial environment with foresight and a strategic approach will be critical to the success of the organisation.

Understanding needs to recruit effective leaders

Recruiting the ideal leader involves understanding the specific needs of your organisation. This starts with a careful assessment of your current management team. For example, if your current leaders are primarily focused on detail and operational tasks, it may make sense to recruit a leader who can bring a big-picture view and strategic perspective. However, it is equally important to maintain a harmonious balance. The qualities and skills of the new leader must not only complement those of the existing team, but also avoid friction and disharmony that could undermine cohesion.

When assessing candidates, I systematically focus on their ability to achieve the company’s commercial objectives. It is essential that candidates are able to quantify the potential impact of their ideas and strategies on the company’s key performance indicators (KPIs). An effective leader must demonstrate not only an understanding of the current challenges but also a clear vision of how their contributions can improve the company’s results.

I also analyse what sets your company apart from its competitors. This includes identifying the key elements that underpin your company’s unique position in the market. A candidate must understand these differentiators and be able to highlight them in their strategies and actions. This understanding is essential to align the new leader’s efforts with the company’s strategic objectives and to maximise the impact of their initiatives.

A non-negotiable aspect of recruiting a leader is the alignment of values. The candidate must share the fundamental values of the organisation and be able to work harmoniously with existing teams. Alignment of values is a decisive factor in ensuring a fruitful and lasting collaboration. A leader must not only fit into the corporate culture but also embody its principles and objectives. A mismatch in values can lead to internal tensions, premature departures or even a loss of motivation within teams.

Drawing on my headhunting experience, I identify, examine and introduce you to the most suitable candidates for executive positions. My approach applies to all sectors, including family offices, funds, private equity, law firms, healthcare, commercial or industrial companies, service providers, etc.