If you think it isn’t. Think again.
The impact on the global talent market for C-suite professionals includes a higher demand for individuals skilled in geopolitical risk analysis and strategic planning in relation to global events. Companies may seek executives who can navigate these complexities and lead amidst geopolitical tensions, which could potentially reshape leadership and recruitment in the corporate world.
Attitudes around the world have been changing for some time, as western countries strive to be inclusive, developing countries are showing expats the door and localising more and more.
This is due to a variety of reasons, some of which were discussed in a recent article by CNBC and Bloomberg.
“Which, discusses the unprecedented level of danger in current global geopolitics, likened to the pre-World War II era by JPMorgan CEO Jamie Dimon and Frederick Kempe, CEO of the Atlantic Council.
They highlight the anxiety felt by CEOs over issues such as the conflicts in the Middle East and geopolitical tensions involving China, Russia, and the Middle East.
The shift in boardroom focus on geopolitics is not sudden; it has been building over the past five years, intensified by a series of disruptive events including the COVID pandemic, the U.S. withdrawal from Afghanistan, Russia's invasion of Ukraine, and the recent conflict between Israel and Hamas.
The article suggests that these events have caused C-suite professionals to integrate geopolitical analysis into their strategic planning. This includes enhancing government affairs teams, hiring consultants, and prioritizing risk management within C-suite roles.
It also touches on the historical inflection points, like the world wars and the Cold War, and the role of the U.S. in maintaining global order.
The cooperation between countries opposed to U.S. interests, such as China, Russia, Iran, and North Korea, is seen as a significant risk. A particular concern is China's potential aggression towards Taiwan, which could have severe repercussions for the global economy.
The article advises companies to reduce reliance on China for supply chains and to increase resilience and risk management strategies.”
All these factors have impacted hiring over the last few years, with redundancies being made, highly skilled workers being let go and exiting the APAC region.
This will impact continued growth and learning for those in more junior roles, and we will continue to see individual start-ups popping up and offering consulting services.
How your business addresses the challenges of finding and securing talent will continue unless there is an understanding of why there is a shift in perspective within the organisation.
An open and collaborative attitude towards hiring talent for what candidates can bring to the organisation is what the focus should be. Rather than an insular approach influenced by the political landscape.
This should be the case for all types of businesses, in particular “international” ones.
Unfortunately, at present, the reality seems less than ideal.
If you would like to discuss your hiring strategy, feel free to get in touch.
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