Companies not only need to find skilled workers but also consider that more than 25% of manufacturing workers are over 55, they will need to find their replacements before they retire.
Some of the most significant changes in the global automotive industry have revolved around the following topics:
Nowadays automotive manufacturers have to keep developing their engineering, the efficiency in production methods as well as stay on top of technical expectations, production innovation and marketing shifts. Even though this is a big challenge, it also offers a unique opportunity to evolve in the talent area. Headhunting companies are in the look of finding new executive talents with expertise in these trends. For example, in the last year of 2023 global automotive sales reached 69 million units. Which was driven by the increased penetration of the adoption of electric vehicles.
Automotive companies are in need of executive leaders with a high capacity for agile learning and the right set of technical skills. To find the most qualified talents these types of companies should consider using headhunting companies’ services. So, they ensure they have access to the most qualified professionals. We have a track record of interviewing thousands of candidates in the automotive sector, which has increased our expertise in this market and in the search for this executive talent. With a global approach, it is important for us to provide personalized services as well as maintain a strong client-candidate-firm relationship.
Diagnosis of situation: The CEO of a major automotive company was retiring, and they urgently needed a replacement. The firm wanted to promote someone from the inside and wanted to make sure they selected the right candidate. As part of that, they wanted us to contrast whether the internal candidate was aligned or better than the talent market available.
A series of tests should be performed by headhunting companies as we did on the internal candidates suggested by the company. This brought to light that although they were highly skilled on the operational side, they lacked the commercial seniority needed for this CEO role.
Implementation: After identifying this situation, we started an in-depth market mapping and identified several alternatives within two weeks. We compared the internal candidates with external candidates that we proactively reached out to. Headhunting companies should do this to generate a transparent, fair, and thorough selection process that is based on the available talent in the market.
Results: Three, six, and twelve months later after the selected candidate was boarded by our client, we conducted a client/candidate satisfaction survey. Both sides were happy with the decision made and the results generated in the company by this decision.
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