Technological breakthroughs, policy shifts, and sectoral advancements continuously influence organizations in today’s dynamic business climate. This evolving landscape presents C-suite leaders with the formidable task of anticipating change and crafting visionary strategies to propel growth.

On Oct 26th, Page Executive hosted an exclusive webinar featuring Anthony Thompson, CEO of Page Executive, along with our esteemed panel of executive recruitment specialists. This session was dedicated to unveiling the most current industry trends and providing critical insights across various sectors.

Our objective is to furnish contemporary leaders with transformative outlooks that foster innovative and strategic thinking, guiding their organizations and personal career paths toward new frontiers. Below, we present key takeaways from Jesaline Huang, Managing Partner at Page Executive.

Jesaline used four phrases to summarize the key trends of executive recruitment in China.

The first phrase is Changes in Executive Talent Mobility. Jesaline shared that mobility is an economic term that accurately describes the current state of executive recruitment. This change in mobility is evident in both direction and speed.

An executive’s abilities developed and adapted to under the previous economic structure may not be able to generate mobility in the current environment. This has led to situations where companies are unable to recruit suitable candidates. At the same time, job seekers struggle to find suitable positions due to a mismatch in abilities.

From the perspective of speed, previously, companies were willing to invest heavily in talent recruitment, and it was easy for everyone to get offers, which is incremental recruitment. These days, companies are more selective and want to hire the best talent. If a talent leaves, they can continue to hire better replacements. This is stockpiling recruitment. Many people feel that there are fewer executive positions available, but it is only an incremental increase or decrease. Companies are more cautious and tend to wait and see before making decisions.

So, how do we react to these changes? Jesaline suggested executives leave themselves with options, which means effectively separating personal abilities from the advantages of the platform by understanding which abilities they can transfer, and which are granted by the platform’s resources and power.

The second phrase is Go with the Flow and Seize Every Opportunity. According to Jesaline, executives need to make career decisions based on the trends to solve the pain points of the business. She added that some current pain points of enterprises, for example, how to break the rules to achieve new growth, succession plans, innovation and upgrading, globalisation, localisation, and more.

The third phrase is Manage Career Change as M&A And Manage yourself as Business Assets. She explained that no matter whether for candidates or companies, it is easy to ignore the importance of underlying cognition and values and magnify the importance of experience and industry compatibility, which may cause some mismatch.

The fourth phrase is to Evolve to Face Change. Currently, China’s market is experiencing changes in industrial structure and business logic. Jesaline suggested executives find the right industry to magnify their abilities and create value for the business and, in return, foster personal growth.

Please click here to watch the webinar recording. 

If you are interested to read more career advice, please click here.

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