PAWLIK Recruiters CEO Arne Adrian on the requirements for recruiting high-level decision-makers
Many companies today are faced with the challenging task of filling management positions with top-tier executives. These leaders must possess not only exceptional technical skills but also the ability to effectively navigate transformative change. In this interview, we explore why it is becoming increasingly difficult for companies to find the right executives and how executive search can facilitate an optimal connection between the company and its leadership.
What are the current challenges companies face when seeking to fill management positions with top executives?
“The biggest challenges for companies at the moment are the constant changes in their respective industries. Transformation is the key issue. When hiring a new CEO, a company needs a manager who is able to successfully shape these changes and lead the company into a new era. This ability is not necessarily evidenced by extensive experience within the same industry, but rather by the manager’s strong interpersonal and social skills. . When combined with the evolving demands of employee management, it becomes evident just how complex these challenges truly are.”
In which sectors is there currently the most significant shortage of top-level managers?
“The shortage of top-level managers is particularly noticeable in the technology sector, healthcare and sustainability and environmental technology. T These industries are undergoing rapid transformations that necessitate specialized leaders capable of keeping up with the latest developments and demands.”
Executive search – search and find – what does that mean in daily business?
“Executive search involves thoroughly examining our clients’ unique needs and corporate culture. We are not just looking for specialized knowledge, but above all for personalities who will have a positive impact on the company. It is our task to find managers who not only get the job done, but also shape the company in the long term and lead it into the future. For us, the candidates’ personalities and their alignment with the culture and values of our clients have always been central to our consulting approach.”
With regard to globalization, Arne Adrian adds: “In addition, the challenges of globalization mean that managers increasingly have to be recruited internationally. German companies engaged in international business frequently seek managers who possess global experience and can navigate diverse cultures successfully. Our network of consultants and partners allows us to identify top talent worldwide and provide comprehensive support for our clients on a global scale.”
Why does it make sense to use the support of executive search when filling top positions?
“Executive Search provides access to an exclusive network of highly qualified candidates who are often not discovered in conventional recruitment processes With our specialized industry knowledge and market experience, we ensure that only the most suitable individuals are considered for the position. The combination of industry and functional knowledge and the ability to identify the right personal competencies significantly reduces the risk of mismatches. In addition, working with an experienced headhunter offers an objective perspective that looks at the market from the outside. We align the market, competitors, candidates, and requirements while considering various viewpoints – always maintaining confidentiality, of course, if necessary.”
Why do HR and recruiting departments face challenges when filling top management positions, and what are the advantages of seeking outside support in this process?
“The biggest challenges for HR departments are often limited resources and a lack of networks in specific industries. In addition, many top positions are confidential and not publicly advertised, complicating the search process. Out-of-house consultants not only provide additional capacity but also bring valuable market insights and an established network. Additionally, there are other considerations, such as determining who within the company or HR department should “select” the future CHRO or CEO, which can only be done objectively with outside assistance.”
What role does the human factor play in filling a position apart from professional/management skills?
“The human factor is crucial. Social skills, cultural fit and value orientation are just as important, if not more important, than technical skills. A manager can only be successful in the long term if they fit in well with the corporate culture and share the company’s values.”
Why is it crucial for a consultant to have industry knowledge in the recruitment process?
“Industry expertise is extremely valuable as it equips the recruitment consultant with a comprehensive understanding of the unique challenges and requirements within the industry. This knowledge enables us to present candidates who are not only professionally qualified but also thoroughly familiar with the industry’s dynamics. In addition, our personal network in the industry gives us access to high-ranking decision-makers that may not be found on platforms like as LinkedIn or in trade fair directories.”
When would you consider a recruitment project to be successfully completed?
“For me, a recruitment project is successfully completed when the entire process has been seamless – from the initial briefing to the final hire – and both the company and the new executive are satisfied However, long-term success only becomes evident when the new hire not only achieves the expected results but also enhances the company’s culture and emerges as a true leader who inspires and motivates the team. A project is therefore not considered complete just by getting the contract signed, but when I see that the integration and added value are sustainable. That’s why we continue to partner with many of our customers for many years to assess the changes that result from our support.”
What short-term, medium-term and long-term challenges does the executive search sector need to tackle?
“The two major challenges we currently face are the ongoing digitalization impacting both our industry and our clients. AI is becoming pervasive and is changing virtually everything we have experienced in recent years. Additionally, sustainability and diversity are gaining prominence as critical factors in recruiting. Addressing internal “human bias” and prioritizing sustainable diversity as a criterion for corporate success are just two facets of this evolving landscape.”
What inspires you about working in this business every day?
“I dedicate myself every day to finding the perfect match between companies and managers—a task that is both challenging and rewarding. In my view, there are few professions that offer as much learning and growth in such a short time as being a headhunter.”
How do you stay informed about current developments in your industry?
“I am an active member of the BDU “Bundesverband Deutscher Unternehmensberatungen e. V.” (Federal Association of German Management Consultants) and regularly exchange ideas with colleagues and industry experts. I also use specialized literature, networks and conferences to stay up to date. Additionally, as the spokesperson for the board of the Professional Association of Personnel Consultants, I am actively involved in ongoing discussions and developments related to the industry and its future on an almost daily basis.”
Is there a hobby that mirrors your professional ambition or similar qualities?
“Tennis plays a significant role in my life. Much like my career, tennis involves strategy, precision, and perseverance. You don’t always win, even when you’ve deliverd your best performance. Celebrating successes, enduring failures and not giving up: these qualities help me remain focused and goal-oriented in my professional life as well.”
Personal Questions for Arne Adrian #PeopleMakeItHappen
Which book made a deep impression on you and what makes it so special to you?
“’The Swarm’ by Frank Schätzing impressed me because it emphasizes the importance of being aware of our environment. Additionally, ‘Thinking, Fast and Slow’ by Daniel Kahnemann is another wonderful book that explores how people think and behave.“
What values are particularly important to you in life?
“Honesty, fairness and being valued.”
How do you personally define success?
“For me, success is when I can satisfy both my clients and the candidates, making a real difference through my consulting work.”
