The Missing Piece: Why Adaptability is Often Overlooked in the Executive Hiring Process
John Elliott • May 03, 2023

In today's fast-paced and ever-changing business world, adaptability is a crucial skill for executives. Being able to adapt quickly to changing circumstances can mean the difference between success and failure. But despite its importance, adaptability is often overlooked in the executive hiring process. In this article, we look at why adaptability is so vital for modern executives and how you can ensure you don’t overlook this critical skill during the hiring process.


Why is Adaptability a Vital Skill for the Modern Executive?

The business landscape is constantly changing, and executives must be able to keep up. From technological advancements to changes in consumer behaviour, companies are facing unprecedented levels of disruption. This means that executives must be able to pivot quickly and adapt to new circumstances if they want to stay ahead of the curve.


Adaptability is also critical for innovation. When executives are able to adapt to changing circumstances, they can identify new opportunities for growth and innovation. This can lead to new products, new markets, and new revenue streams. A 2020 Harvard Business School survey showed that 71% of 1,500 executives from more than 90 countries said adaptability was the most important quality they looked for in a leader.


Another reason why adaptability is essential is that it can help companies weather the storm during times of crisis. Whether it's a global pandemic or a natural disaster, companies that can adapt quickly are more likely to survive. In the food and beverage industry, for example, companies that were able to quickly pivot to online sales during the pandemic were able to weather the storm and come out on top. According to a report by NielsenIQ, The total online food and beverage landscape in 2020 saw $106 billion in dollar sales, a 125% increase in growth from the prior year.


Why is Adaptability Often Overlooked in the Executive Hiring Process?

Despite the importance of adaptability, it's often overlooked in the executive hiring process. One reason for this is that companies tend to focus on more tangible skills like experience and technical expertise. While these skills are undoubtedly important, they are not the only things that matter.


Adaptability is not always easy to measure making it less likely to be given sufficient consideration during the hiring process. Unlike experience or technical expertise, adaptability is a soft skill that's difficult to quantify. This can make it challenging for companies to assess during the hiring process.


Additionally, companies may assume that executives are naturally adaptable and don't need to be explicitly tested for this skill. However, this assumption can be dangerous. Even experienced executives can struggle to adapt to new circumstances if they're not used to doing so. This can lead to missed opportunities and missed chances for growth.


How to Hire for Adaptability

So, how can companies ensure that they're hiring executives with the adaptability skills they need?

Here are a few tips:

1. Look for Evidence of Adaptability in Past Roles

One way to assess adaptability is to look for evidence of it in past roles. For example, has the candidate worked in an industry that's undergoing significant change? Have they been involved in a major company pivot? Have they been able to successfully lead teams through times of crisis? These are all indicators that the candidate may have the adaptability skills you're looking for.



2. Ask Behavioral Interview Questions

Another way to assess adaptability is to ask behavioural interview questions. For example, you could ask the candidate to describe a time when they had to adapt to a significant change in their work environment. You could also ask them to describe a time when they had to pivot their company's strategy to meet changing market conditions. By asking these types of questions, you can get a better sense of the candidate's ability to adapt.



3. Use Assessments

Assessments can also be a useful tool for assessing adaptability. For example, there are assessments that measure a candidate's ability to handle ambiguity and uncertainty. These assessments can help you get a better sense of how the candidate will respond to unexpected situations.


4. Look for Diversity

Looking for diversity can also help ensure that you're hiring for adaptability. When you have a diverse team, you're more likely to have people with different perspectives and experiences. This can help your team adapt more quickly to changing circumstances because they're more likely to think outside the box and come up with innovative solutions.

For example, the food and beverage industry has seen a surge in demand for plant-based products in recent years. Companies that have diverse teams may be better equipped to respond to this trend because they have team members who may have experience in alternative protein sources or who have a personal interest in plant-based diets.



5. Provide Opportunities for Learning and Development

Finally, it's important to provide opportunities for learning and development. Even the most adaptable executives can benefit from ongoing training and development. This can include attending conferences, taking online courses, or participating in mentorship programs. By investing in your executive's development, you can help them build the skills they need to adapt to changing circumstances.


Adaptability is a vital skill for modern executives. It's important for innovation, weathering times of crisis, and staying ahead of the competition. However, it's often overlooked in the executive hiring process. To ensure that you're hiring for adaptability, look for evidence of adaptability in past roles, ask behavioural interview questions, use assessments, look for diversity, and provide opportunities for learning and development. By doing so, you can build a team of executives who are ready to face any challenge that comes their way.



At ELR Executive we have over 20 years of experience helping FMCG and Food and Beverage organisations identify and attract the right talent to help achieve better business outcomes. If you'd like to learn more about how we can help you hire for adaptability, speak to us today.

Executive introducing new leader as part of executive onboarding process

Executive Onboarding in Food & Beverage: The Blueprint for Success

By John Elliott • 09 Apr, 2024
The arrival of a new executive heralds a period of opportunity, transformation, and, inevitably, challenge. The process of integrating this new leader – onboarding – is a critical, often under-emphasised phase that can significantly influence the trajectory of both the individual's and the company's future. So why do so many organisations fail to get executive onboarding right? The High Stakes of Executive Onboarding The adage "well begun is half done" resonates profoundly in executive onboarding. Harvard Business Review reveals a startling statistic: as many as 40-50% of new executives fail within the first 18 months of their appointment. This failure rate is not just a personal setback for the executives; it represents a substantial cost to the company – often up to five times the executive's salary. The reasons for failure? Poor cultural fit, unclear expectations, and inadequate onboarding support top the list. But what makes the consumer goods industry particularly challenging for new executives? It's a dynamic sector where consumer preferences shift rapidly, supply chains are complex, and competition is intense. Here, more than anywhere else, an executive's ability to adapt and lead effectively from the outset is paramount. The Multifaceted Challenges in Onboarding The failure of many organisations in the consumer goods industry to effectively onboard new executives is multifaceted: 1. Tailored Onboarding Versus Standard Processes The provided text emphasises the necessity of a tailored onboarding process for executives, distinct from standard employee onboarding. This is particularly relevant in the consumer goods industry, where executives must navigate unique market dynamics, consumer trends, and complex supply chains in Australia. Tailoring the onboarding process to address these specific industry challenges ensures that executives can hit the ground running with a clear understanding of the landscape they will operate in. 2. The Role of a Dedicated Onboarding Team The concept of a dedicated project team for executive onboarding, as implemented by Palo Alto Networks, could be highly effective in the consumer goods sector. Such a team could focus on providing industry-specific insights, facilitating connections with key stakeholders, and ensuring that new executives understand the nuances of the Australian consumer market. This team would act as a bridge between the executive and the unique aspects of the Australian consumer goods landscape. 3. Engagement During the Notice Period In the consumer goods industry, where market trends and consumer preferences can shift rapidly, keeping executives engaged during their notice period is crucial. This period can be used to familiarise them with current market analyses, consumer behaviour trends, and ongoing projects. This proactive approach ensures that the executive is well-informed and ready to contribute from day one. 4. Cultural Orientation and Familiarity Building a strong cultural connection is vital in any industry but takes on added importance in consumer goods, which often relies on understanding and adapting to cultural nuances to succeed. Regular touchpoints that orient the new executive to the company's culture, values, and consumer-centric approach can help in crafting strategies that resonate with the Australian market. 5. Collaboration Among Various Teams The need for collaboration between HR, Reward, Performance, and Talent teams is pertinent in the consumer goods sector. This collaboration can ensure a unified approach to addressing the specific challenges and opportunities an executive might face in this dynamic industry. For instance, understanding the compensation frameworks and performance indicators specific to different departments within a consumer goods company can aid an executive in making more informed decisions. 6. 'Just-in-Time' Resources The idea of providing ‘just-in-time’ resources is particularly beneficial for executives in the fast-moving consumer goods sector. Given the rapid pace of change in consumer preferences and market trends, having access to real-time data and concise, relevant information can be invaluable. This approach allows executives to stay agile and make decisions based on the latest market insights. 7. Understanding of Performance Cycles In the consumer goods industry, understanding the timing and nuances of performance cycles is critical. This is especially true in a market like Australia, where seasonal trends and events can significantly impact consumer behaviour. The onboarding process should include education on these cycles, preparing executives to plan and execute strategies effectively in sync with these fluctuations. The Role of the Board in Facilitating Successful Onboarding The board of directors plays a pivotal role in the onboarding process. Their actions, or lack thereof, can set the tone for the new executive’s tenure. What should they be doing? Pre-Onboarding Engagement: The process starts before the executive's first day. Boards must ensure clear communication about the company's vision, challenges, and expectations. This early dialogue helps align the executive’s mindset with the company's strategic goals. Structured Onboarding Plan: Developing a comprehensive, customised onboarding plan is crucial. This should cover not just the operational aspects of the role but also the cultural and interpersonal dynamics of the organisation. Mentorship and Networking Support: Assigning a mentor from the board or senior leadership can accelerate the integration process. Additionally, facilitating introductions and networking opportunities within and outside the company is invaluable. Regular Check-Ins and Feedback: Ongoing support doesn’t end after the first week or month. Regular check-ins to provide and receive feedback ensure any issues are addressed promptly. Performance Metrics: Clear, early-established metrics for success help the new executive understand how their performance will be measured. Enhancing Executive Performance through Effective Onboarding The correlation between effective onboarding and enhanced executive performance is well-established. A study by McKinsey found that executives who had a successful onboarding experience were 1.9 times more likely to exceed performance expectations. Furthermore, these executives reported feeling more integrated into the company culture and more effective in their roles earlier than their peers who experienced less structured onboarding. Effective onboarding leads to better decision-making, faster strategy implementation, and a more cohesive leadership team. It builds a foundation of trust and understanding that is crucial in the high-stake, rapidly evolving consumer goods market. Onboarding as a Strategic Imperative Effective executive onboarding goes beyond mere orientation – it is a strategic process that lays the groundwork for long-term success. As we've seen in the consumer goods industry in Australia, a well-planned and executed onboarding process can be the difference between a flourishing leadership tenure and a costly misstep. In an era where the cost of failure is high and the speed of change is relentless, consumer goods companies must view executive onboarding not as a perfunctory checklist but as a fundamental building block of sustainable leadership and organisational success. Remember, your new executive's journey is a reflection of your organisation's commitment to leadership excellence. Invest in their onboarding, and you're investing in the future of your company.
two men are sitting at a table with a laptop and talking to each other .

Talent Acquisition: Internal Strategies vs. Executive Search Partnerships in Australia's Beverage Industry

By John Elliott • 18 Mar, 2024
Explore the pivotal choice between internal talent acquisition and hiring via executive search firms in the food and beverage industry for optimal growth.
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