Wanted: the capacity to network, and the ability to manage a diverse set of subordinates. European headhunters say those two competencies are in high demand, but in short supply among senior-level candidates throughout Europe. However, expanding the search beyond the traditional talent pool for such roles is likely to increase the chances of finding people with those specific competencies, according to Victor Ernoult, of French search company Ernoult Search. Ernoult represented SYNTEC, the French Recruitment Trade Union Council at a meeting last week in London of the European Confederation of Search and Selection Associations. Asked about the impact of anti-ageist legislation on executive search, Ernoult and colleagues representing the UK, Belgium, Germany, Italy and Spain agreed that they already encounter little or no difficulty convincing clients of the value offered by older candidates because of the types of roles they recruit for. “We want a few grey hairs, we want some experience - certainly relevant experience,” said Paul Harper, representing the UK’s Association of Executive Recruiters. “But clearly, such things as aptitude, ambition, hunger, ability to perform, and energy - they are also important factors.” Ernoult said that “the best way to change the world” is to emphasise specific competencies needed for particular jobs, instead of taking punitive actions against businesses for failing to follow anti-discrimination legislation to the letter. Clients, he said, must learn to “enlarge the scope” of their view of the ideal candidate, or else search professionals will continue to “always look for the same people”.