Just as employers are finding is increasingly difficult to fill job openings, their own employees are thinking of leaving in droves. The results of a March 2011 Deloitte survey of 356 employees at large global companies indicates two out of every three employees are considering exiting, stage right.  Among employees surveyed in March 2011, only

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Within each of us, in the collective unconscious, there lies a hero — an archetype that Swiss Psychiatrist Carl Jung believed lays dormant until called to action.  Studying world mythology, Joseph Campbell built upon Jung’s work, discovering that no matter what the myth, a hero’s journey remains the same. All heroes must leave what is

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A fascinating piece in the Sacramento Bee made me think about how life for many executives these days is starting to mirror that of our Founding Fathers more than two centuries ago. Reporter Anita Creamer filed a report that examined the trends associated with “a growing cohort of boomerang commuters – baby boomers who are

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CEO searches are on the rise. That’s what we’re witnessing in our Board & CEO practice at The Good Search, a trend that Bloomberg Businessweek is reporting in a recent article, The Recession Is Gone, and the CEO Could Be Next. “After three years of declining turnover among CEOs, churn at the top is back.

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This is a post about intangibles. We once had a client ask for candidates who had “gravitas.” Come on. Gravitas? What is that, really? A kind of wine? A Greek side dish? Waiter, I’ll have the souvlaki with extra gravitas, parakalo. Where does one detail gravitas in a resume? Under accomplishments? References? Skills? In “The

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In the world of executive search, candidate slates often grow to six candidates or more, when research suggests that we should limit finalists to a number we can count on one hand — as in “eeny meeny miney”. Psychologist Barry Schwartz has conducted research that demonstrates abundance robs us of satisfaction. The research suggests we

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As I listened to Scott, it dawned on me that not only does it make sense for candidates that we recruit and for the recruiters themselves (the micro), but for search practices as a whole (the macro). In order to take talent acquisition to The Next Level, we not only must adopt new “best practices”, but we must also let go of what isn’t working.

If you’re a buyer of retained search, you should check to see whether your executive search consultant is ahead or behind the social networking curve.  Since real world analog and online digital networking is essential to surfacing the best candidates, you want to ensure that your consultant has clocked enough hours in the digital realm

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Most intriguing was the CIA’s use of social network analysis in recruiting, which The Agency mashes together with geo-spatial and geo-census data to map hot spots of talent.

This year, women become the majority in the workforce for the first time in American history. It is a critical milestone, one that we in executive search ought to pause to consider by reading an intriguing article in the Atlantic Monthly entitled “The End of Men”. The reason? 75% of the 8 million jobs lost

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