Trends and Changes in the C-level Job Market

Companies are looking for leaders who are not only capable of driving growth but also have the skills to navigate the changing business landscape. The C-level job market is likely to continue to evolve rapidly in response to changes in the economy, technology, and society.

The leaders who are most successful in this environment will be those who are adaptable, innovative, and able to anticipate and respond to emerging trends and challenges.

{Related article: Executive hiring predictions to 2023}

One of the most significant trends in the C-level job market is the increasing demand for executives who are skilled in digital transformation. With the pandemic accelerating the adoption of digital technologies, companies are looking for leaders who can leverage these technologies to improve customer experiences, streamline operations, and create new revenue streams.

“Companies should be investing in roles that support transformation and forward thinking in to 2023,” notes partner Lynda Robey. “We’ve learned from other market dips that companies that didn’t simply brace for the changes but actually leaned into transformation during changes came out winners. Readiness for what may come as well as the knowledge that the organization will be stronger for it coming out of any macro impact should be the focus.”

Another trend in the senior leadership job market is the emphasis on diversity, equity, and inclusion (DEI). Companies are recognizing that diversity in leadership leads to better business outcomes and are actively seeking out candidates from underrepresented groups. Additionally, companies are investing in DEI training and initiatives to create more inclusive workplaces.

Notes Nina McMaster, partner at ON Partners, “The market for diverse talent has become very competitive over the past several years, particularly across IT leadership roles. We’re committed to partnering closely with our clients to continue their diversity, equity, inclusion, and belonging initiatives.”

 

“It is so important for some organizations that I think we will see a shift in mindset where we focus on candidates with transferable skills and core competencies for roles in order to help increase diversity, as opposed to focusing on ‘been there, done that’ types of leaders.”

{Related: Visit our DEI community resources}

The pandemic has also accelerated the trend toward remote work, and many companies are now looking for executives who have experience leading remote teams. Leaders who can manage remote workforces effectively and maintain team cohesion are in high demand.

In addition to these trends, we are also seeing changes in the hiring process for C-level and senior leadership roles. Companies are increasingly using data and analytics to inform their hiring decisions, with a focus on identifying candidates with the right skills and experience.

One trend that is likely to continue is the increasing demand for leaders who can navigate the challenges of a rapidly changing business landscape. The pace of technological change and globalization is accelerating, and businesses are looking for leaders who can anticipate and respond to these challenges.

In addition, sustainability and social responsibility are becoming increasingly important considerations for businesses. Companies are looking for leaders who can drive sustainable growth and address social and environmental challenges.

According to ON’s Heidi Hoffman, “Companies are no longer focused on simply making money. Of course, they want to make money, but underlying their actions is a growing attention to values and global impact. How a company’s leadership approaches and strategizes around these topics indicates their level of responsibility and accountability to the greater ecosystem. ESG and social justice are significant topics of conversation in the supply chain world.”

Finally, the gig economy is growing, and more workers are choosing to work on a freelance or contract basis. This trend is likely to continue, and companies may need to adjust their leadership models to accommodate a more flexible workforce.

{Related article: Executive Women’s Impact Report}

Overall, the C-level and senior leadership job market is evolving rapidly. Companies are looking for leaders who can navigate the complex challenges of the post-pandemic world and drive growth in the digital age. If you are looking to advance your career in this market, it is essential to stay up-to-date with these trends and position yourself as a candidate who can help companies meet these new challenges head-on.

The evolution of C-level executive roles post-pandemic

How to recruit top C-level executives

Recruiting top C-level executives can be a challenging and time-consuming process. Here are some tips from our executive search experts to increase your chances of successfully recruiting top C-level executives, along with the clear benefits of utilizing ON Partners and executive search services to maximize your results and time.

1. Develop a clear and compelling job description: A well-crafted job description is critical to attracting top C-level executives. It should provide a clear understanding of the role, responsibilities, and qualifications required for the position.
2. Use multiple recruiting channels: Top C-level executives are often not actively looking for new opportunities. So, it’s essential to use multiple recruiting channels, such as online job boards, professional networks, and industry events, to reach a broader pool of potential candidates.
3. Leverage your network: Reach out to your professional network, including current and former colleagues, industry experts, and business partners, to seek referrals and recommendations. Top C-level executives often prefer opportunities that come through their trusted contacts.
4. Offer an attractive compensation package: C-level executives are usually well-compensated, and they expect competitive compensation packages that align with their experience and qualifications. You may also consider offering other perks, such as equity, bonuses, and flexible work arrangements.
5. Conduct thorough interviews and assessments: During the interview process, evaluate the candidate’s skills, experience, and cultural fit with your organization. You may also consider conducting assessments, such as personality and leadership tests, to gain deeper insights into the candidate’s strengths and weaknesses.
6. Communicate your vision and values: Top C-level executives are often attracted to organizations with a clear vision and strong values. So, be sure to communicate your organization’s vision, mission, and values during the interview process to attract candidates who share your organization’s philosophy.
7. Move quickly: Top C-level executives are in high demand, and the recruitment process can be lengthy. Move quickly to avoid losing qualified candidates to competitors or other opportunities.

By following these tips, you can increase your chances of successfully recruiting top C-level executives who will help drive your organization’s growth and success.

Learn more about building diverse executive leadership teams.