Change in executive search - Expert interview with Dr Gerhard Michael Eckert

Frankfurt, 12.07.2024

How would you explain the complex topic of “Executive Search & Leadership Consulting” in simple terms?

“Executive search” is a service in which companies engage experts to find, assess and ultimately bring on board executives with the right “situational fit” for key positions.

“Leadership consulting” is the service of helping organisations to develop, improve and make their leaders more effective; ultimately putting the right people in a position to give their best for the organisation.

What developments are there in your field of work that have the potential to change the industry in the long term?

For example, a lot is happening in the area of technology and data analysis.

Finding, evaluating and selecting candidates using AI, algorithms and data will have a positive impact on personnel selection – the “headhunter” will retain an important function in human-to-human contact.

Of course, developments in diversity, sustainability and flexibility in everyday working life are relevant.

Can you give us some specific examples from your experience that illustrate how your field of work has a positive impact on companies?

Yes, of course: for example, in company succession or in crisis situations. The general rule in executive search is to make a diagnosis before starting a therapy! Only once the diagnosis is correct can the right therapy be offered – in other words, not every manager fits every company situation.

Are there misunderstandings or misconceptions about your field of work that you are often confronted with? How would you correct or clarify them?

Executive search is only for large companies:
No smaller companies can also benefit from the service and attract suitable candidates who fulfil the company’s unique requirements and vision.

Executive search is “recruitment”:
No, we search for and attract the best possible candidates for leadership and key positions in a service mandate. We look for the best lid for the pot and do not trade in lids!

• Industry knowledge of theory and practice: This is the only way to know about trends, best practice etc. and to be able to communicate credibly.
• Communication at eye level with candidates and clients.
• Analytical expertise to understand the complex requirements of companies and to be able to evaluate and attract the best possible candidates.
• Empathy and sensitivity: “Treat every candidate as if they could be your next client” – dealing with people is at the centre of executive search and cannot be replaced by a machine.

Changes in the world of work due to technology, globalisation and demographic change as well as the increasingly developing “war for talent”. AI and new technologies will also change our industry and necessitate constant adjustments in our service sector.

Our consulting services can only meet and master these challenges through continuous development and adaptation – the human element remains.

Our company Höchsmann & Company has been a member of the AESC (Association of Executive Search Consultants) for many years, whose statutes commit us to the highest ethical standards. Confidentiality, transparency and non-discrimination are “conditio sine qua non”.

• Continuous training, especially in the use of IT, AI and technology support to make daily work more efficient and to have more time for people.
• Thinking outside the box: Sometimes the right candidate is not in the direct competition, but in a neighbouring industry that already operates better. I call this “cross-fertilisation”.
• Cooperation in national and international networks such as the AESC.

You work with people and have only done a good job when both sides are happy.