Luxury Society shares the insights from its recent survey, seeking to better understand just what luxury executives expect from online career services
LEADERS
What Luxury Executives Expect from Online Career Services
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Over the last decade, collaborations between luxury brands and contemporary artists have gone beyond mere artistic partnerships towards a new kind of luxury branding.
PARIS – Art and fashion have always developed side by side, for fashion, like art, often gives visual expression to the cultural zeitgeist. During the 1920s, Salvador Dalí created dresses for Coco Chanel and Elsa Schiapparelli. In the 1930s, Ferragamo’s shoes commissioned designs for advertisements from Futurist painter Lucio Venna, while Gianni Versace commissioned works from artists such as Alighiero Boetti and Roy Lichtenstein for the launch of his collections. Yves Saint Laurent’s vast art collection, recently auctioned at Christie’s in Paris, testified to his great love of art and revealed the influence of a variety of artists on his own designs.
In the 1980s, relationships between luxury brands and artists were advanced when Alain Dominique Perrin created the Fondation Cartier. In the Fondation Cartier pour l’Art Contemporain, a book marking the foundation’s 20th anniversary, Perrin says he makes “a connection between all the different sorts of arts, and luxury goods are a kind of art. Luxury goods are handicrafts of art, applied art.”
The Fondation Cartier pour l’Art Contemparain building in Paris
Luxury Society shares the insights from its recent survey, seeking to better understand just what luxury executives expect from online career services
Luxury Society shares the insights from its recent survey, seeking to better understand just what luxury executives expect from online career services.
As luxury moves into new geographical territories and expands well beyond provincial birthplaces, our workforce enters a period of great opportunity for advancement and mobility. But despite this increased mobility and positively swelling workforce, very little is understood as to how executives wish to manage their careers and what role the Internet will play in this dynamic new landscape.
2011 was a mammoth year for the luxury industry in terms of leadership changes and the emergence of new roles. The digital revolution has forced many changes in marketing and often the need for new skills to enhance our industry. Whether it is a community manager, philanthropic projects manager, chief information officer or even the development of an in-house editorial team, the greater changes in industry are becoming more than evident in how we manage our human capital.
Luxury Society, commissioned by Richemont’s human resources department, recently conducted an anonymous survey, seeking to better understand just what luxury executives expect from online career services and how they currently use digital technology to further their careers. More than 850 members responded, giving us valuable insights into the attitudes of executives towards digital career services and what they expect of luxury brands in the future.
“ Employers own websites, professional social networking sites & headhunters were the three tools respondents were most likely to use ”
Of the 850+ respondents, almost 40% had been working in the luxury industry between 10 and 20 years, suggesting that this group is the most interested segment in managing and furthering their careers. The majority of respondents worked within the fashion and accessories sector, primarily in the United States, France, United Kingdom, Italy and Switzerland.
When looking for new career opportunities, employers own websites, professional social networking sites and headhunters were the three tools respondents were most likely to use. Conversely, approximately 60% revealed that they were not likely at all to use traditional newspapers or magazines, nor would they use personal social networks like Twitter and Facebook.
It was also interesting to note that the popularity of online job boards are decreasing, particularly amongst those who have worked in the industry the longest, who appear to prefer enlisting the services of headhunters. This digital vs. analogue approach to job hunting was also evident in the way in which candidates wish to be communicated with; senior executives value contact over the phone, while younger professionals will be satisfied with electronic notification.
“ When it comes to looking for new opportunities, the majority of respondents select the brand they wish to work for first ”
When it comes to looking for new opportunities, the majority of respondents select the brand they wish to work for first, and see what subsequent positions are available. Respondents also let those within their professional networks know that they are looking for a change, contact headhunters to trigger interviews and send resumes to a short list of organisations.
Respondents also spend time identifying their ‘dream job’ and targeting brands that are currently hiring. Only 10% ask their direct line manager for a promotion or draw on academic networks in searching for their next move.
When it comes to using an employer’s own website, the four most important attributes to respondents were corporate culture, details of the company’s vision and strategy, access to a listing of available opportunities and the ability to apply for a specific job. Within these responses, it became evident that young professionals look for access to job listings and online application functionalities, whereas senior executives pay more attention to company vision and strategy.
To further investigate Human Resources & Career Development on Luxury Society, we invite your to explore the related materials as follows:
– Report: The Talent Agenda
– 15 Executive Luxury Education Programs, France
– Anatomy of a 21st Century CEO
Creative Strategist, Digital
Sophie Doran is currently Senior Creative Strategist, Digital at Karla Otto. Prior to this role, she was the Paris-based editor-in-chief of Luxury Society. Prior to joining Luxury Society, Sophie completed her MBA in Melbourne, Australia, with a focus on luxury brand dynamics and leadership, whilst simultaneously working in management roles for several luxury retailers.
