Digitalization of sourcing, interviews, and onboarding; personality tests; remote onboarding… Recruitment processes—due to Covid-19—are undergoing a complete transformation. This also applies to the recruitment of board members, explains Bertrand Richard, senior advisor at Spencer Stuart. To lead their teams toward an uncertain future, leaders will need to demonstrate endurance and resilience, become comfortable with failure and doubt, and hone their ability to bounce back quickly, warn our columnists. Above all, traditional knowledge and analytical skills—whether candidates are currently employed or out of work due to Covid—are now merely prerequisites; the focus is now on thoroughly testing the behavioral skills and potential of these applicants.

The 250 recruitment agencies and 50 portals surveyed for the fourth consecutive year by Statista for "Les Echos" know that candidates, while hesitant, are nonetheless ready to seize any good opportunity to advance within companies with ambitious projects capable of fulfilling their search for meaning. The current economic climate is accelerating restructuring plans and, consequently, reshaping executive and management committees, as well as various levels of experts and managers. This is compounded by the devastating impact of the health crisis on youth employment at all levels. Nevertheless, recruitment professionals remain active, aware that Covid-19 and digital technology are shaping a new paradigm. In the temporary staffing sector, after a slump, activity is picking up again amidst multifaceted transformations. As for portals, they are ramping up their efforts to facilitate connections between candidates and companies.

To see the rankings, go to the following link: https://media.lesechos.fr/infographie/cabinets_2021/executive_search.html