What do the next 12 months have in store for the in-house executive search profession? Share your insight

As corporate leaders extol the virtues of the workforce and intellectual capital among their chief competitive levers, more of them are putting a premium on executive talent as they work to grow or rebuild organizations that are more profitable and more sustainable.

Hiring organizations continue to place a majority of leadership-level search assignments in the hands of retained executive search firms. But more are entrusting a higher percentage of them in the hands of internal executive staffing and talent acquisition teams, banking on economies of scale, the attractiveness of their brands as destinations for fruitful executive careers, and perceptions of faster ‘time to fill.’

To deepen understanding of the driving forces understand the driving forces behind the recent rise of in-house executive recruitment, Invenias undertook a global survey in 2015. Perhaps unsurprisingly, respondents highlighted a desire to reduce spend on retained executive search firms, the need for better search software that’s easier to use and performance measurement as key to the growth of internal executive staffing in the 12 months to come.

So what does the future have in store for in-house executive recruitment? The opportunities and threats presented to the sector following Britain’s departure from the EU are certainly open for debate. Will the recent political uncertainty cause executive hiring to slow? Or is it simply an opportunity to move executive recruitment in-house in an attempt to reduce spend?