Conclusion

Executive search still has a long way to come to fully embrace the potential of technology. While the innovation is out there, predominantly implemented in the recruitment of low to mid-level roles, executive candidates are consumers of technology too and expect certain areas of their recruitment lifecycle to be automated.


But investment seems to be the biggest factor limiting the growth and impact of in-house executive search functions. In order to get that much needed leadership buy-in, executive search leaders need to prove the value of their partnership to the business and start capturing data to predict their hiring activity, then build their business case around it.


When thinking about the technologies that would most innovate our functions, we must first start with our ATS, as this will provide the necessary data and insight for our next steps. While tools that apply gamification and AI assessments can be a good indicator of candidates’ skills and potential, more essential steps like interview scheduling and onboarding should be automated first.


But innovation doesn’t always come from technology alone. The world we live in is continuously changing and businesses should reflect that pace of change. We need to consider cognitive diversity and a mindset for growth when hiring our executive talent, able to lead our businesses into the future.