We’ve been tracking a curious phenomenon since the Covid19 pandemic.

Aside from the noticeable rise in HR leaders opting to take “early retirement” during that time, we’ve found significant numbers of leaders who have chosen to leave their jobs, and risk unemployment rather than be unhappy at work.

Unfortunately, this has coincided with companies that have been slashing their operating costs, resulting in a shortage of senior roles.  HR professionals are being left frustrated and understandably worried when the months of unemployment are starting to roll into a year or more…

What we haven’t been able to determine, is how many of these HR leaders really did leave employment voluntarily versus are actually “covering up” instances where they’ve been fired or simply “let go”.  99% of the time the job seeker assures us that a “change in leadership/company strategy”, “poor executive ethics”, “lack of investment”, and such forth is the reason for them opting to leave their employment so quickly. 

Call me cynical, but with 99% of these job seekers admitting no self-fault, I’m not sure that we’re hearing the full truth?

We know that the boom in demand for HR leaders throughout the Covid period, has resulted in people being rapidly promoted and/or simply able to “fast track” their responsibilities, often without the skills or depth of expertise needed.

As a consequence, some HR leaders have found themselves out of their depth, struggling to navigate the politics and complexity and pressure that comes from holding executive responsibilities.

With mature markets still exhibiting uncertainty since the advent of Covid, I marvel that so many experienced leaders would voluntarily “jump ship” from a current employer, without understanding the gamble they’re taking.

Given that we’re speaking to senior level job seekers, daily, we’re hearing about extra-ordinary levels of candidate burnout.  In some instances, perhaps a legacy of built-up exhaustion through managing the pressures piled onto HR leaders through the worst of the pandemic.  In others, an accrued worry and frustration at the time they’ve been unemployed, sometimes with high levels of agitation from months of being the “second choice” candidate.  In others, perhaps the shock of trying and failing to fulfil their dream roles as number 1 in the function. 

 Whatever the reasons, one thing we know for sure.  Any hiring executive, be it board, C-suite or senior management team, wants to be really careful when hiring for HR leaders right now.