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Filed Under: Executive Job Market Intelligence Report

 
For 25 years, ExecuNet has been committed to making executive lives better, and our annual Executive Job Market Intelligence Report is at the heart of the insight value we bring to our members and community. In this year's survey, we learned many new things about you, your activities, success, attitudes and the state of the executive job marketplace.

In total, we surveyed more than 4,000 senior-level executives, search firm consultants, corporate human resource and talent acquisition leaders and gathered insight that will drive how you can find work, lead better, manage your career and improve business. Among the report highlights:

 

 
Every year for the last two decades, ExecuNet has surveyed executives, search firm professionals and human resource leaders to get their perspectives on the marketplace, and, as a result, we produce our annual Executive Job Market Intelligence Report.

Companion to the report, is a special webinar for ExecuNet members conducted by President Mark Anderson, where he dissects and provides deeper storylines around some of the data, helping executives sharpen their next career moves.

Of course we think the insight is great, but we always survey attendees about the value of our content, so we’ll let them tell you what you can expect from the webinar:

 

 
The 2012 Executive Job Market Intelligence Report reveals what's happening in the executive workplace, according to recruiters, corporate talent acquisition professionals and successful executives. The report states that executive recruiters are more positive than they have been in the past five years. The report, which surveyed a total of 5,733 business executives, provides fresh insight on trends in the executive employment market, including:

 

 
Cash-strapped employers are engaging a variety of deferred compensation levers and perks to retain top management talent as some business leaders explore the potential of a career move, according to an ExecuNet survey of executive recruiters. ExecuNet's 20th annual Executive Job Market Intelligence Report revealed that 79 percent of employers are expected to work harder to retain top management talent in 2012.

"Executive recruiters see many smaller companies and those with far smaller cash reserves opting to focus their retention efforts on deferred compensation and perks to buy them some time with high- performers who may already be networking or exploring the market for their next career move," President and Chief Economist of ExecuNet Mark M. Anderson.

 

 


Put down the mouse and get out of your house. Or, at least spend more time meeting people than you do responding to online job postings. Recruiters revealed in ExecuNet's 20th annual Executive Job Market Intelligence Report which activities yield the highest ROI for candidate sourcing, and various forms of networking came out on top.

 

 
High-achieving leaders find networking six times more effective for creating career options than online job postings, according to our hot-off-the presses research from ExecuNet's 20th annual Executive Job Market Intelligence Report. Further, networking is the activity executive recruiters maintain to have the greatest success finding candidates.

 

 
"I am thinking of leaving my organization," reported roughly three in every 10 marketing executives surveyed for ExecuNet's 20th annual Executive Job Market Intelligence Report. Despite a couple years of salary decreases, their organizational spirits remained high, but now that compensation is bouncing back a bit, they can endure no more and are ready to walk.

 

 
When executives began their most recent job search, they thought it would take just over six months to land their new position, according to ExecuNet research. But when a new job didn't materialize after that period of time, our survey respondents estimated it would take almost another half-year before their search efforts were effective.

On average, it had been 6½ years since these executives had last been in a job search, and a lot has changed since mid-2005: The unemployment rate was at 5 percent, and in ExecuNet's 2006 Executive Job Market Intelligence Report, our analysis focused on the high demand for executive talent. Here's what we wrote back then:

 

 
Before buying your new Android, BlackBerry or latest iPhone, you probably will do some research. You'll check what's available through your carrier, read the expert reviews and user experiences; even visit the hardcore gadget blogs and communities. Maybe you even hashtag the model on Twitter or watch an unboxing and first-time usage on YouTube.

For some, a rave recommendation from a friend is enough to sway a purchase. After all, your smartphone is important to you. You heavily rely on it for email, texts, mobile web, and, even voice calls too. You probably almost feel incomplete (but secretly liberated) when you leave the house without it.

With all the information readily available, copious amounts of research is expected before purchasing a phone that will lock you into a two-year commitment – before buying any product or service, in fact. Yet, candidates still go into job interviews – and even accept offers – without subjecting the prospective employer, management team and culture to the same rigorous due diligence.

 

 
While organizations should expect an estimated 45 percent of their workforce to participate in March Madness office pools and as many as 8.4 million hours watching the tournament unfold during working hours, senior executives won't be draining productivity, neglecting responsibilities or missing deadlines.

Senior-level corporate leaders have become accustomed, particularly as they've had to stretch resources during the recession, to blurring the distinction between home time and work time. In ExecuNet's forthcoming 19th annual Executive Job Market Intelligence Report, "work/life balance" dropped out of the top five reasons executives stay with their employers and slipped a notch for the factors in accepting a new job.

 

 
Our Recruiting Community at ExecuNet has been very active, so I took some notes from their recent meeting to report back what they're hearing directly from the search firms and corporate recruiters who source our executive members.

Sure, we bring you the Recruiter Confidence Index stats every month, with the most recent finding at the highest level since mid-2008, and then our company president and chief economist does the monthly video interpretation, but I wanted to find out what the recruiters have been whispering to our recruiting services team lately:

 

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