Small and medium enterprises (SMEs) are recorded to make up 97% of organisations in the UK (excluding micro-businesses), and therefore it would seem fitting that they are shouldering most of the skills shortage challenge that we are seeing in the UK.

According to a recent survey by The Open University¸ small businesses are feeling the strain when it comes to talent attraction with three in five (62%) feeling that losing highly skilled candidates to larger competitors, significantly affects their organisation’s growth potential. 

Whilst the feeling of many business leaders seems to be that the larger organisations monopolise the best talent in the market. It is key to remember that different skill-sets and behaviours are required in the fast-paced start up environment than an established FTSE organisation.

How to Prepare for an Executive Job Search

With more businesses competing for top talent to solve their biggest organisational challenges, and with unemployment at an all-time low of 4% (Office for National Statistics), there has never been a better time for C-Suite Executives to search for a new role.

However, though the demand for Executives is strong, businesses are being more selective with the individuals they choose to on-board. With new movements such has Artificial Intelligence, GDPR and the challenges of Brexit, boardroom agendas are focused on finding experts who can help drive businesses forward by provide specialist skill sets at both a commercial and analytical level. 

Additionally, with new business challenges emerging daily, experts need to be both risk-adverse and forward thinking to drive innovation and success.

So, if you are a Senior Executive looking for a new challenge, what can you do to prepare yourself for your new job search?

Have you ever had a successful interview, even met the extended team and felt like you would be a great fit for the company? At this point where you convinced you would get the job? 

Just when you are waiting for them to offer you the role, you get the call to say they would like you to do a psychometric profile test...which can sound daunting. However, psychometric profiling should be a crucial element for both the yourself (the candidate) and the business conducting the interview.  

Why?  

The other day I heard it again......as I do all the time when meeting unhappy senior leaders:

“So I have been at my current employer for 18 months but to be honest I knew within the first couple of weeks that it wasn't going to be for the long term.”

The executive has hung in there to ensure their CV doesn't look bad.

The result?

The company will now have to replace the executive at a significant cost, credibility will have been lost internally and the reality is that you have had a senior executive working in your business for 18 months, whose heart has not been in it.

What a complete shambles.....and to make things worse it was completely avoidable. So, how can you prevent this from happening in the future?

Modern, progressive leadership is changing and is an ongoing matter of personal refinement, balance and adjustment.

Organisations are flatter, traditional hierarchies are being demolished and change is the new business as usual. You can no longer just wield a big title or “pull rank” in your communications as your direct reports are assessing your capability as much as you are theirs.