Senior executives: What do you consider when looking for a job?

61% of executives or high-level talent in C-level Their priority is the company’s organizational culture and ethical approach when looking for a job, according to the latest study on leadership positions prepared by Michael Page.

The C-level leader’s vision is focused on fundamental long-term aspects that go beyond just looking for a job. They value honesty and, furthermore, are focused on seeking a meaningful contribution to society and the business environment in which they operate.

According to the report, 46% of Latin American leaders emphasize the importance of the organization’s culture and values, which underscores their interest in real and authentic commitment from the company.

While 20% of leaders decided quit your job because of his dissatisfaction with the company’s strategy and direction. And 77% of leaders believe that the company’s ethics are aligned with their values.

“The determination that drives a C-level executive to remain committed to the company is based on his opportunity to actively participate in the formulation of the organization’s strategy and on the concrete perception of the impact that his job has it in him,” emphasized Juliana Otálvaro, Michael Page’s senior executive for Central America.

The report also highlights that 83% of the new generation of leaders prioritize working with flexible schedules. After the changes caused by the covid pandemic, this is one of the trends that remains.

“The search for a balance between life and work has become a priority. These factors, inherent to new generations in leadership positions, require careful consideration in designing strategies that attract and retain them,” said Otálvaro.

Another aspect that emerges from the study is that current leaders are always open to new opportunities. 98% of employees are open to new opportunities, and the long-term culture of working in the same company is becoming an outdated concept.

Otálvaro warns that the quality of leadership is not only a fundamental factor for retain talent, but it also affects corporate cultureorganizational values ​​and opportunities for professional development of associates.

The study shows that employees who feel aligned with the company’s values ​​are less likely to seek a new role. Thus, 87% of respondents claim that the clear goals set by the company affect their job satisfaction.

“These results show that clearly defining and communicating a company’s culture, values ​​and leadership emerges as a vital element for attracting and retaining talent,” Otálvaro emphasized.