Recruiting executive leaders is a pressing challenge for companies today. Fabrice Coudray, managing director at Robert Half’s executive search practice France, explores why attracting right talent at the top can make or break teams, companies, and cultures.

These decisions need to be made carefully and with caution. If an executive team puts people at the centre and believes a good day involves meeting colleagues, for example, they will be looking to model that behaviour. 42 percent of workers have said that they want to work for a company that honours diversity and inclusivity.

The Robert Half Salary Guide recently revealed that the most successful companies have leaders with a diverse set of thought processes but common set of values. They should understand why culture is important and how value is created, and nurtured, from the top.

A question on their mind will be: What do employees want from a business?

Why is culture important

Seven in 10 (70%) business leaders say that their employees care more about ethical behaviour and citizenship than they did 12 months ago. When thinking about executive hiring, the importance of workplace culture is coming to the fore: a careful combination of leadership and management encourages others to be their best.

It was revealed in 2022 that a huge 58 percent of people want the ability to do what they do best, and their surroundings and the leadership they work under can severely impact this.

Some leaders and boards talk about values and behaviours, but don’t always follow them. Some companies may have mottos and values when it comes to people and culture strategy - but what is it really like to work there? What does it mean when they talk about ‘respecting people’? How do leaders interact with others?

A massive 93 percent of employees admitted they’d be less inclined to resign if their leaders had more empathy – showing just how much executives can impact team members. If there is a gap between what is being promised and people’s experience, then individuals can develop mistrust in the leadership. People often resign due to bad leadership; when they feel uneasy about something, it’s difficult for them to be happy and to do their job well. This is why it is important to understand what employees want and need from a business.

Let’s say a company has a problem in one of their departments, which has lost more people than usual in the past year. It's possible that the wrong people have been recruited, but it’s more likely to be the way the department is being run. The impact of leadership on others is often clear to see.

Leadership at this level can be challenging, and colleagues can struggle to perform; the approach they take can change future outcomes for a company. If commercial targets are too high, they can demotivate a team and cause stress. However, if they are challenging but achievable, it’s easier to motivate employees and help them to grow in the process.

The answer to these challenges often comes down to leadership and culture.

Someone worth working for…

Indeed revealed bad employer/manager relationships to be one of the main reasons people quit their jobs – so when looking for an executive recruiting the right person for the company is vital.When chief executives recruit the right senior leaders, they can trade more effectively through tough economic periods, motivate teams to work towards a common goal. This can create a work culture that people want to be part of - these conditions create a space for others to grow, achieve their goals, and feel happy at work.

Culture is hard to measure, yet pivotal to a company’s success. Chief executives and boards should ask themselves what employees want from a business. The answers could unlock the fortunes of their company, colleagues and, importantly, their culture.

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