enafsqarhyazeubebgcazh-CNzh-TWhrcsdanlettlfifrglkadeelhtiwhihuisidgaitjakolvltmkmsmtnofaplptrorugdsrskslesswsvthtrukurvicyyi

News and Views

Six months after the outbreak of COVID-19 in Europe, and with no realistic end in sight, Rico Haegele, Dr. Matthias Rode and Juergen Eichhorn (pictured left to right), discuss how executive search has been affected in Germany.

Liebich & Partner, Germany

From the client point of view:
“Companies here are having to cope with reductions in business activity, cash flow problems and short-time working, and this has manifested itself in less demand for our executive search and recruiting services. Completely understandable of course, as there is greater focus on risk-avoidance and an underlying uncertainty towards creating new positions and filling existing positions, unless however, they are strategically important positions where a successor has to be found. Companies have to hold back on investing in consulting services, naturally. But we are noticing huge differences between industrial sectors. Fewer projects are coming from clients in the automotive and engineering sectors but, on the other hand, sectors like IT, FMCG, construction and pharma seem to be booming somewhat, and there is a relatively high demand for qualified, specialized talent. On an international level, economic recovery in most other European countries is slower than in Germany, and firms in those countries are currently hesitant about investing in new management positions here. And, obviously we’ve not been able to visit our clients abroad due to COVID measures, and this has also meant that ex-pat recruiting and cross-border hiring has slowed down considerably.”

From the candidate point of view:
“Many are demonstrating rather inconsistent behavior. With security high on the list of priorities, they are less willing to change jobs, more reluctant to relocate and have also become more critical regarding the conditions of the job and the status of the company. So, as consultants, we sometimes need to invest more time than usual in convincing suitable candidates to apply for a certain position. However, we are receiving numerous unsolicited applications from talent currently working in problematic sectors where there is less or no demand for candidates. So, depending on which sector a candidate is working in, they will be more or less keener to switch. Clients, on the other hand, look carefully at a candidate’s background as they want to minimize their own risk too.”

As regards methods:
“With the huge increase in work-from-home policies, potential candidates are easier to reach and more readily available for first interviews, which of course now take place mainly by video conference. However, the concept of “virtual hiring” does not work here in Germany, where employers still prefer to hold the final interview in a personal, face-to-face environment. On the whole though, we are spending considerably less time on the road and having to dedicate more resources to direct approach methods.”

And the future:
“Demographic change isn’t being affected by the pandemic and so our executive search services will always be in demand. In fact, there will be an even greater need for highly qualified, talent and suitable candidates. The professional and competent services of executive search firms like ours will become more and more valuable to our clients. Recruiting may possibly become temporarily more localized, not only a result of COVID-19 mobility restrictions, but also as companies try to produce on a more regional level, with less vulnerable supply chains and risk. For a short time we might notice a lull in global connectedness. We are also, unfortunately, seeing a reduction in levels of professional training and staff development as a result of more prudent spending policies, and this might negatively affect the quality of future candidates. All in all, there will be higher expectations in the recruiting business that only experienced and specialized executive search firms can fulfill.”

Dr. Matthias Rode, Partner & Regional Director Agilium Worldwide EMEA:
Email: This email address is being protected from spambots. You need JavaScript enabled to view it.
LinkedIn: https://www.linkedin.com/in/dr-matthias-rode-354a792/

Juergen Eichhorn, Partner
https://www.liebich-partner.de/en/consultants/profile/j%C3%BCrgen-eichhorn?mitarbeitername=J%C3%BCrgen%20Eichhorn&hsLang=en

Rico Haegele, Consultant
LinkedIn: https://www.linkedin.com/in/rico-h%C3%A4gele-7a431155/

Liebich & Partner, Germany:
https://www.liebich-partner.de/en/managementconsulting/

Founded in 1984, Agilium Worldwide LLC (https://www.agiliumworldwide.com/) is an international executive search group of independent, owner-managed retained executive search firms, with members who are active in virtually every market. Agilium Worldwide ranks among the world’s top 25 executive search organizations.

Agilium Worldwide’s member firms offer personalized, specialized, client-oriented services. By eliminating the formally structured, pre-programmed approach they can remain proactive and secure prompt, skilled and expert service to their clients, to help them find the “Perfect Fit” – the right person for the right position, at the right time, at the right location.

Agilium Worldwide member firms are trusted advisors to companies from the Fortune 500, as well as to upcoming and start-up companies around the globe. Clients get the best of both worlds: an entrepreneurial approach with global reach and local perspective.

bernard vanderlandeIn the executive search business, clients face a choice: retained or contingency?

In a contingency search, the search firm is paid by the job. They generate as many candidates as they can and hope that an suitable choice and match can be found somewhere in a pallet-load of résumés. Clients will often hear and use the phrase “it’s a numbers game.” One hopes that a multitude of candidates will result in a high-quality choice.

If we look closely, we can identify here a biological analogy in classic reproductive strategies. Numerous species, such as insects, are known to use an energy wasting “r-strategy”. This means that their offspring are abundant, weak, short-lived, less intelligent and fast-maturing. As a result, the insect parents invest as little as possible in their young.

Then there is the energy efficient “k-strategy” used by humans and lions, for example. The k-strategy produces offspring which are strong, live a long time, are very intelligent, and who mature slowly. Lion parents and human parents invest in their young for the long-term, and investment pays off for decades.

This bears a strong resemblance to the retained search process in which the firm is paid regularly, no matter how much work is required, to fill a position. The retained search firm invests heavily in assessing candidates and in studying client companies first-hand.  A retained search may produce only five or so candidates for a given position, but each candidate will fit the job description very well.

If the candidates you seek lend themselves to the “numbers game”, then contingency search makes sense for you. The more responsible and high-level the position you are searching for, the more appropriate the “k-strategy” becomes.

You have to rely on the strategy that produces the best results. For executive positions, you’re looking for lions.

Contact: Bernard van der Lande, Managing Partner, TULA Executive Search
Email: This email address is being protected from spambots. You need JavaScript enabled to view it.
LinkedIn: https://www.linkedin.com/company/tula-international

Founded in 1984, Agilium Worldwide LLC (https://www.agiliumworldwide.com) is an international executive search group of independent, owner-managed retained executive search firms, with members who are active in virtually every market. Agilium Worldwide ranks among the world’s top 25 executive search organizations.

Agilium Worldwide’s member firms offer personalized, specialized, client-oriented services. By eliminating the formally structured, pre-programmed approach they can remain proactive and secure prompt, skilled and expert service to their clients, to help them find the “Perfect Fit” – the right person for the right position, at the right time, at the right location.

Agilium Worldwide member firms are trusted advisors to companies from the Fortune 500, as well as to upcoming and start-up companies around the globe. Clients get the best of both worlds: an entrepreneurial approach with global reach and local perspective.