Don't sound the last post for executive search firms

Not for the first time, Gareth Jones’ article of 21 July (Recruiter, Bloggers with bite, ’It’s coming your way…’) brought up the myth of ’super-connected’ CEOs - that future group of board-level directors who know everybody in their peer group through effortless, ongoing monitoring of their LinkedIn, Twitter and Facebook accounts.

And if they know every senior executive in the country, is this the end for executive search consultancies?

There’s no denying that today’s technology will make tomorrow’s CEOs better networked. But a contact base does not a headhunter make - few, if any, will have the time, skills or inclination to undertake all their own recruitment.

These people will know the movers and shakers in their niche, their sector and their industry. Outside that, however, they will struggle to build a good grasp of who is accomplishing what, and for whom. That is the job of the executive search consultant.

A good headhunter will start every assignment with a blank sheet, looking beyond the obvious choices and outside the industry to find the person who will make a lasting difference to the organisation. This isn’t about knowing one industry - it’s about having a deep understanding of the whole C-level landscape.

There will always be a need for recruiters who think outside the existing social network - no amount of technology can replace that talent.
Sam Meakin, Director at RMG

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