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Johannesburg - While many organisations have begun to populate their executive teams with black professionals, these transformational placements are mainly in "corporate services" type roles, according to research, reflected in the latest Jack Hammer Executive Report.
These roles would include human resources, marketing, corporate affairs, governance and compliance.
“What this research further shows, is that these roles seldom lead to promotion to CEO or MD positions, and so real transformation right at the top will remain slow," said Debbie Goodman-Bhyat, MD of Jack Hammer Executive Headhunters.
“Organisations are coming to realise that they need to recruit black executives in commercial roles, where they are more likely to be eligible for transition into the top job of the company."
It is, however, in these commercial roles where skills remain scarce, where demand way exceeds supply of talent, and where competition to attract and retain such individuals is fierce, she said.
She said in general, there is also a sharp rise in the number of requests for senior executive candidates who have all the necessary leadership qualities.
"Companies are desperate to recruit excellent leaders for their top positions," she said.
“Despite the glum outlook at other levels of employment, and weak economic forecasts, 2014 is looking strikingly positive for senior executives considering a move. This is a definite departure from the gloom anticipated at the start of years past.”
Goodman-Bhyat said this upwards swing is primarily driven by positive macro-economic factors, as indicated by a stronger US economy, recovering house prices in the UK, and impressive JSE performances.
“In South Africa, obviously, the situation is a little more sobering. The outlook for GDP growth is bleak, an upcoming election looms, blue collar unemployment levels are unsustainably high, and BEE and transformation remain an ongoing challenge," she said.
"Additionally, several sizeable corporations went on significant retrenchment purges, shedding middle management jobs in 2013. The list of reasons to consider panicking is long."
While all of the above are concerning to her on many levels, these issues are unlikely to impact on hiring at senior management and executive levels. In fact, quite the opposite.
Goodman-Bhyat said that the demand for quality executive search capability is expected to continue even in the face of corporate cost cutting, online recruitment tools and an increase in internal corporate recruitment.
“The rise in the demand will be driven in huge part by the ongoing need for resources in Africa, particularly in sectors such as energy, resources and industrial services as well as consumer goods and services, as well as the substantial ongoing pressure for BEE transformation in SA,” she said.
“The reality remains that when recruiting at senior management levels, top companies want more than just technical skills or relevant qualifications."
They are demanding and expecting people with the "full package" - meaning leadership skills, great EQ, exceptional commercial capabilities and track records of impacting the bottom line of an organisation or business unit, stakeholder engagement expertise, and exposure to risk management and governance.
These roles would include human resources, marketing, corporate affairs, governance and compliance.
“What this research further shows, is that these roles seldom lead to promotion to CEO or MD positions, and so real transformation right at the top will remain slow," said Debbie Goodman-Bhyat, MD of Jack Hammer Executive Headhunters.
“Organisations are coming to realise that they need to recruit black executives in commercial roles, where they are more likely to be eligible for transition into the top job of the company."
It is, however, in these commercial roles where skills remain scarce, where demand way exceeds supply of talent, and where competition to attract and retain such individuals is fierce, she said.
She said in general, there is also a sharp rise in the number of requests for senior executive candidates who have all the necessary leadership qualities.
"Companies are desperate to recruit excellent leaders for their top positions," she said.
“Despite the glum outlook at other levels of employment, and weak economic forecasts, 2014 is looking strikingly positive for senior executives considering a move. This is a definite departure from the gloom anticipated at the start of years past.”
Goodman-Bhyat said this upwards swing is primarily driven by positive macro-economic factors, as indicated by a stronger US economy, recovering house prices in the UK, and impressive JSE performances.
“In South Africa, obviously, the situation is a little more sobering. The outlook for GDP growth is bleak, an upcoming election looms, blue collar unemployment levels are unsustainably high, and BEE and transformation remain an ongoing challenge," she said.
"Additionally, several sizeable corporations went on significant retrenchment purges, shedding middle management jobs in 2013. The list of reasons to consider panicking is long."
While all of the above are concerning to her on many levels, these issues are unlikely to impact on hiring at senior management and executive levels. In fact, quite the opposite.
Goodman-Bhyat said that the demand for quality executive search capability is expected to continue even in the face of corporate cost cutting, online recruitment tools and an increase in internal corporate recruitment.
“The rise in the demand will be driven in huge part by the ongoing need for resources in Africa, particularly in sectors such as energy, resources and industrial services as well as consumer goods and services, as well as the substantial ongoing pressure for BEE transformation in SA,” she said.
“The reality remains that when recruiting at senior management levels, top companies want more than just technical skills or relevant qualifications."
They are demanding and expecting people with the "full package" - meaning leadership skills, great EQ, exceptional commercial capabilities and track records of impacting the bottom line of an organisation or business unit, stakeholder engagement expertise, and exposure to risk management and governance.
