Headhunters have a much harder job in the age of #MeToo
DEIDiversityExecutive SearchDiversity, Equity, and Inclusion Advisory
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August 13, 2018
DEIDiversityExecutive SearchDiversity, Equity, and Inclusion Advisory
Search firms also have had to consider a host of qualities about prospective candidates.
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Quartz at Work

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​The Quartz at Work article, “Headhunters have a much harder job in the age of #MeToo," quoted Russell Reynolds Associates Consultant Constantine Alexandrakis on how executive recruiters must look beyond the resume when selecting candidates in light of the #MeToo movement. The article is excerpted below. 

The remit of executive search firms is simple, but not easy: Assemble a slate of qualified candidates for the job. Traditionally, head hunters filling C-suite roles considered things like experience, a record of accomplishment, and leadership ability when putting forward names of potential chief executives, chief financial officers, and the like. 

But in the last year, search firms also have had to consider [a] host of other qualities about prospective candidates. Are they abusive to employees? Do they have a problem keeping their hands to themselves? Are they likely to engage in inappropriate behavior? Are they jerks? 

Boards want as much certainty as possible about the people they hire, says Constantine Alexandrakis, who heads the Americas region for Russell Reynolds Associates, an international search firm. 

“The heightened awareness is palpable around the table, from search firms to the lawyers drawing up contracts,” he says. (The same trend can also be seen in the world of corporate dealmaking, where “Weinstein clauses” are becoming a feature of merger and acquisition agreements, Bloomberg reports.) 

When it comes to hiring executives, corporations typically will hire separate investigators to do deep background checks before an offer is made. But search firms also are being much more purposeful about probing into personality issues, Alexandrakis says. 

To read the full article, click here.