'The difference between the skill of job seekers and those who are employed is often significant.'

So, for executive search, you are almost exclusively looking for leaders who are in good jobs that they probably like. So how do you entice them away?

If you think about it, this has many implications to the talent acquisition process.

I had a great conversation with Adam Pekarsky of Humanis Advisory. Adam started out as a lawyer, but has been in executive search for 20+ years. He has one of the best newsletters that I have ever read (the Ampersand) and his own podcast. He has an inspiring way of connecting the details to the big picture and to his values and ethics. It's apparent in everything he says.

For instance:

🫨 Ethics are critical. In addition to personal values, there is no ethical wiggle room especially in smaller communities. Word will get out.

🤔 He defines sourcing differently. I thought it was reaching out directly to potential candidates. He defines it as asking people who might know the candidates.

🎙️ Authentic, honest, story-telling is important: the story of the organization and the story of the candidate.

🌟 The role of the client who wants to fill a job is critical. In executive search they must SELL the job.

... And shouldn't ask "So why do you want the job?"

Adam approaches his work and role with such respect and insight. Watch it. You will learn a lot on many levels!

Find Adam Pekarsky on LinkedIn: