Hardly any conversation about a recruitment project passes without the question: How easy or difficult can this role be filled? Companies want to understand why some positions remain vacant for months, while others appear to be filled quickly and effortlessly.
But what determines the complexity of a search – and does a truly ‘simple’ mandate even exist?
We handle a wide range of search assignments across industries, functions and cultural contexts. Our experience shows: ‘Simple’ is relative – and often misleading. What may look straightforward on paper can prove surprisingly complex in practice, depending on market conditions, the client’s flexibility, the attractiveness of the role, and numerous other, often hard-to-quantify, factors.
This article explores the key factors influencing the perceived difficulty of a search, challenges the myth of the ‘easy’ role, and outlines how executive search consultants successfully manage even complex assignments.
What Drives the Complexity of a Search?
A typical executive search mandate follows several steps – from initial briefing through to onboarding. Only when all stages run smoothly does a search feel ‘easy’. But even clearly defined mandates can stall when unexpected obstacles arise.
Key influencing factors:
- Client expectations: Realistic requirements, sound market knowledge and a competitive compensation package are major accelerators of the search process.
- Attractiveness of the position and employer brand: Roles with strategic relevance, strong brands or clear development potential tend to generate more interest. Conversely, limited visibility, unappealing locations or vague job definitions can dampen response.
- Availability of suitable talent: It is often said: “Searches are easier where talent is plentiful.” But even in strong candidate markets, the final match depends on the alignment of skills, personality and corporate culture.
- Speed of decision-making: Prompt feedback, streamlined processes and trust in the consultant lead to smoother execution. Hesitation, internal misalignment or shifting priorities, on the other hand, can unnecessarily prolong the search.
The Myth of the ‘Easy Role’
Certain job titles – such as Sales Manager, HR Business Partner or Commercial Director – are often viewed as easy to fill. However, the real challenge lies in the detail.
A seemingly standardised profile may become highly demanding when international experience, niche sector knowledge or multilingual skills are required.
Other hidden complexities include:
- Internal politics: Conflicting expectations between HR and business departments
- Confidentiality: Discreet searches require particularly sensitive handling
- Willingness to relocate: Without compelling incentives, mobility drops
- Market and salary expectations: Unrealistic or rigid requirements narrow the candidate pool
Regional Nuances – an international Perspective
Our international network makes it clear: Language requirements, employment law, cultural values and cost of living vary significantly across countries and regions. International searches demand local market knowledge.
The Role of the Executive Search Consultant: Managing Expectations
Experienced consultants act as moderators – not only between client and candidate, but also between idealised expectations and market reality. This includes:
- Assessing realistic salary levels
- Recommending flexibility on location, background or requirements
- Adjusting the role definition where needed
- Providing structure and discipline throughout the process
- Delivering consistent market feedback to enable course correction
How Clients Can Support the Process
The client plays a central role in the success of any search. Key contributions include:
- A clear and realistic briefing, with transparency about company structure, expectations and potential challenges
- A defined distinction between must-have and nice-to-have criteria, allowing for some flexibility
- Internal alignment before launching the project to avoid conflicting objectives
- Timely responses during the process
- Openness to and integration of consultant feedback
The more collaborative the partnership, the more efficient the process.
Conclusion: There Are No Simple Mandates – Only Well-Managed Ones
Every role has its nuances, every market its challenges, every candidate their individual path. The deciding factor is how professionally the complexity is handled.
The best results occur when client and consultant work closely together and proactively navigate the ever-changing market dynamics. Letting go of the idea of the ‘easy mandate’ opens the door to better planning, more realistic timelines – and ultimately, more successful hires.
Facing a key vacancy – whether seemingly simple or clearly complex?
Talk to us. As an experienced network of executive search consultants, we bring local insight, strategic advice and the operational tools to ensure even demanding searches lead to successful placements.
Article written by Mientje Krüger, CFR Global Executive Search Germany
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