The Swedish example is a useful reminder of how, despite globalization, there are still important differences in the way business is done around the world. It was presented at a conference of members of the Euram Consultants Group, an executive recruiting partnership representing Canada, the United States and eight European countries. The conference demonstrated the extent to which executive search has become an international industry. But it also showed some interesting variations in the way executive recruiters work. Pressured by global competition, more and more British firms are hiring executives solely on the basis of ability.
Few firms do both.
By contrast, in Germany, as in Canada, most executive recruiting firms use both career advertising and direct recruiting to develop a candidate pool. For years, calling up strangers to try to lure them away from their jobs just wasn't done. All of these international differences provide a lesson. These days, however, the old school tie is no longer enough. Pressured by global competition, more and more British firms are hiring executives solely on the basis of ability.