By Luis Truchado.
Originally published on ConSalud.es
Evaluación de Directivos
**After more than 20 years as a Senior Talent Consultant in the Healthcare and LifeSciences sector, it is revealing to review the evolution that this task has undergone and the trends that are on the horizon. Having a degree in Pharmacy by training, I came to the headhunter profession almost by chance, but I have always been fascinated by its origins (I wrote about it here), its development and its adaptation.
It seems obvious to emphasise the transformative effect of technologies, but if we stop there, we would miss important elements of a fuller analysis. more complete analysis. In the profession of the 1990s, there was no Internet, no search engines, no email, no social networks until the 1990s. no Internet, no search engines, no email, no social networks until the middle of the decade. mid-decade. However, many of the fundamentals of the of the profession are still in place today – adding value with every signing – and others have and others have evolved in unpredictable ways. The technological innovations that appear every day will not stand still, and the value of human and the value of human judgement will be challenged in the face of machines, chatbots and machines, chatbots or robots of every shape and form.
By the time we can definitively say that the various global or local financial crises are behind us, the economic and business context will not have returned to its pre-2008 state. In what has come to be called the New Normal, the resulting environment will be different from the past, but no less rich in possibilities for those who are prepared.
Headhuting activity
One obvious consequence is that our profession has evolved a great deal, and much of today’s headhunting activity is taking place in clients with a different mindset to that of traditional corporations: companies or divisions in early stages of growth or development; and companies in a VICA (volatile, uncertain, complex and ambiguous) environment that share an entrepreneurial and disruptive spirit that challenges established models.
Many organisations need leadership development services in addition to traditional recruitment and/or searches. Or they want to benchmark/assess their management teams. When the position is key and no reliable internal alternative is identified, they need Trusted Advisors to attract, develop and link talent to their organisation. TrustedAdvisors for the New Normal companies have a much greater focus and embeddedness in strategy than the transactional relationship that was common in the past.
Selection of Executives
We ourselves cater to this segment of executive, expert and scientific recruitment for the Health and LifeSciences sector with GalenusJobs, a portal we have launched together with the Mediforum Group, which is precisely the digital and social media leader in the sector. We offer a very valuable service to organisations and positions that, a priori, do not require direct search or headhunting.
And in these VICA times, the key skill that can – and must – be learnt and developed is learn and develop is Emotional Intelligence, fundamentally, empathy. Nowadays, products are little differentiated and there is an abundance of means within everyone’s reach.
Manager with Leadership
A manager with leadership, able to train, motivate, develop and inspire, will do so because of his or her interpersonal skills. Some managers are capable of doing their job, but find it difficult to work with their peers, relate to co-workers or achieve alignment and consensus.
Right now, there are proven leadership development tools that can help and that show that Executive Search and leadership converge in our profession. The adage ‘Get your best managers to select so that new talent is reflected in them from the very first interview’ is well known, and I believe it has never been truer for organisations that are committed to Talent and excellence in attracting Talent.
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