Finding Executive Talent Is Complex Enough—The Wrong Search Partner Can Add More Risk

The flawed hiring playbook

When hiring executive leaders to drive transformation, organizations typically continue to rely on an outdated benchmark: industry experience. In fact, a recent Hunt Club market survey revealed industry experience ranks as the #1 most important quality companies look for when hiring leaders to steer change.

But here’s the problem—this traditional approach/way of thinking of executive talent may no longer be a reliable predictor of success or even what growing companies truly need.

The same market report also revealed that 61% of companies don’t have the right leaders to execute their most ambitious plans for the next 12-24 months. That disconnect is too big to ignore.

It begs the questions:

💡 Are businesses stuck in outdated hiring practices and paradigms?

💡Are they prioritizing the wrong traits when hiring for executive roles for transformation?

💡And what’s the true opportunity cost of hiring the wrong leader because companies blindly rely on tradition or what they're used to?

While industry experience is undeniably a leading quality in finding the right executive, blindly prioritizing industry experience ahead of experience driving business transformation may not be the right strategy and could cost you more than you know. 

The most overlooked quality in executive candidates might surprise you

Shockingly, hands-on experience leading transformation ranks last among hiring priorities for transformational executive talent. Also given that only 40% of organizations believe their hiring process is effective for recruiting executive leadership, it’s clear there’s a disconnect between what companies think they need and what actually drives results.

Here's why tradition doesn’t always work

Years ago, traditional recruiting methods got the job done. Generalist recruiters relied on their rolodexes, tapping into very small and familiar networks until they eventually landed a candidate who seemingly checked all the right boxes.

But today’s executive search landscape is unrecognizable. Companies are navigating challenges that are not only unprecedented, but also so much more difficult and nuanced than we've come across in the past:

• Macroeconomic uncertainty, intensified by sociopolitical complexities at a scale we’ve never seen before.
• Breakneck technological evolution, with AI and automation reshaping industries faster than most organizations can adapt.
• Shifting demands on both employers and candidates, where expectations change just as rapidly as the market itself.

This is the playing field, and finding the right candidate is rarely about hitting a static bullseye. In fact, the bullseye is now an elusive moving target.

The skills, experiences, and leadership qualities that define success today may not have even existed a decade ago. Traditional methods and paradigms simply don’t account for this level of complexity, which is why companies must radically rethink how they identify and secure top talent.

The wrong search partner can add even more risk

The problem extends beyond internal hiring strategies and approaches—traditional recruitment firms themselves are struggling to deliver, too.

A staggering 77% of hiring managers and 89% of job seekers say they wouldn’t recommend using a traditional recruiting firm based on their most recent experiences. The reasons behind this dissatisfaction vary, but some of the most common complaints include:

• Lack of transparency, communication, and follow-up throughout the hiring process (53%)—leaving both employers and candidates in the dark.
• Irrelevant job matches from recruitment agencies (45%)—demonstrating a lack of deep understanding of both candidate potential and company needs.
• Minimal personal attention or support from the hiring manager or recruiter (44%)—making the experience feel transactional rather than strategic.

These numbers highlight a deeper issue: many traditional recruitment firms are still operating on outdated, volume-driven tactics rather than relationship-driven strategies and a deep understanding of today's nuanced recruiting world. Recruiters who rely on rigid checklists and mass outreach often fail to grasp the subtext of what makes a candidate the right fit. And this is not just on paper, but in terms of culture, leadership, and long-term impact.

The risks of traditional recruitment practices and ways of thinking are significant and far-reaching

Finding executive talent is complex enough. Many companies opt to "keep things simple," and fall back to what they've always known and other traditional approaches because it seems like the path of least resistance.

But one wrong hire can cost a lot more than the headache companies aim to save. The opportunity costs of hiring the wrong leader are vast and far-reaching, including:

1. Irreversible wasted resources: Companies invest time and money in candidates who ultimately aren’t the right fit, costing both financially and in terms of lost productivity.
2. Disruption of company culture: Poor cultural fits lead to friction within teams, impacting morale and collaboration, as well as creating a negative workplace environment that can actually transcend the tenure of the hire.
3. High turnover rates: Nobody likes starting over and incurring even more costs.
4. Missed growth opportunities: A lack of alignment between talent and organizational goals means the company may struggle to innovate and scale effectively, stunting growth potential.
5. Damaged employer brand reputation: A poor hiring experience can tarnish a company’s employer brand, making it harder to attract top-tier talent in the future.
6. Fundamental leadership gaps: Outdated recruitment practices fail to identify candidates with not just the right skills but the right mindset for long-term leadership, vision, and impact, leaving companies vulnerable to leadership gaps.

TLDR? With hiring dynamics shifting faster than ever, companies can no longer afford to risk the wrong search partners that treat recruitment as a mere numbers game.

Enter: The competitive advantage companies need

The right talent partner doesn’t just fill roles, but will align with your business goals, culture, and vision to find the right transformative leaders you need. If growth and business transformation are your focuses, your hiring strategy must be too. The right partner understands this.

They understand the qualities that make leaders succeed during periods of change, and focuses on finding talent that can drive long-term success, not just check every box.

To help, here are a few key qualities to look for in a strategic talent partner who can help de-risk the hiring process during business transformation:

1. Transformation expertise: A deep focus and expertise in guiding companies through periods of change, with a clear understanding of the talent needed to drive successful transformation. This may also come with a willingness to challenge tradition to steer the right conversations, uncover hidden but fundamental needs, etc.
2. Alignment with business goals and leadership priorities: A strong understanding of your company’s specific goals and a keen eye for the leadership qualities that will support those objectives.
3. A transformative approach to transformative talent: Moving beyond traditional recruitment methods like cold outreach, the right talent partner leverages deep networks and advanced search technology to identify the right candidates efficiently.

The opportunity cost is too big. If you're looking for a search partner who can provide expertise-driven talent advisory from strategy to placement, contact us today.