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We put these insights together to create a model that we named the social skills score, which contains two items (scores range from 0 to 100) to measure the level of a leader in two very different fields: technical skills and social skills. We believe that this score will help companies get much more precise and accurate when they are looking for leaders who can step into the C-suite.

Our research suggests that the key to hiring leaders who can perform well in the C-suite lies in the ability of companies to adapt to the new CEO persona that exists in the 21st century. The first CEO we studied was a CIO. He was the founder of a successful software firm and excelled at managing the technical aspects of his business. He could also charm company boards and senior executives, so he was offered a senior leadership position. He had the technical skills and the social skills to be a great leader in the C-suite.

The list of qualifications that recruiters consider critical to hiring candidates as C-suite executives has also changed, we found. Currently, six characteristics are most highly valued. The most important factor is hard skills, followed by social skills.

But when the researchers analyzed this list of “hard skills” over time, they found evidence that recruiters have become less likely to emphasize hard skills and more likely to emphasize social skills. Recruiters went from weighing hard skills 83% of the time in 1999 to just 32% in 2009. Social skills have increased their importance dramatically since then. In 1999, social skills accounted for less than 4% of the weight recruiters gave to a candidates C-suite experience, but nearly 19% by 2009.

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At a high level, we broke down the job descriptions into broad types of skills, grouped jobs together based on how they connected with the rest of the job description, and made a mapping of the skills connected to all the positions surveyed by Russell. A job description was judged to match a candidate’s skills or to lack those skills if it did not contain specific references to the skill or skills. For example, a candidate who listed “CIO” in the “Skills” section of his or her resume but did not include “network security” would be judged to lack that skill. High-level job descriptions were coded for gender neutrality and then examined for the top skills being sought for each C-suite job.

Landing a job as a CEO today is no longer all about industry expertise and financial savvy. What companies are really seeking are leaders with strong social skills. Thats what the authors discovered after analyzing nearly 5,000 job descriptions for C-suite roles. Their explanation for this trend Business operations are becoming more complex and tech-centered; workforce diversity is growing; and firms face greater public scrutiny than ever before. Those conditions call for leaders who are adept communicators, relationship builders, and people-oriented problem solvers. To succeed in the future, the authors argue, companies will need to focus on those skills when they evaluate CEO candidates and develop in-house talent.

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We used an algorithm to automate that process, and to identify the people who were most frequently referenced by companies for senior-level hiring. The network of references for a given candidate contains the most widely recognized names and relationships. In practice, we found that about two-thirds of the candidates in our data set were at least somewhat familiar to the reference networks. And within a reference network, the same people tended to be most frequently cited. This doesn’t necessarily mean that one of these people is describing the C-suite candidate better than the others. Rather, it indicates that this person has a larger network of colleagues in the management-and-leadership communities with whom he or she has established personal relationships. In turn, those relationships make this person more likely to be recognized for his or her experience and abilities, thereby enhancing his or her reputation.

1. Number of C-suite candidates who received a reference
2. Number of references that have connections to public companies
3. Number of references that have connections to private companies
4. Number of references that are engineering or scientific professionals
5. Number of references that are former CEOs or board members
6. Number of references that have political affiliations
7. Number of references that have executive positions within an M&A firm
8. Number of references from non-M&A law firms
9. Number of references that attended a top-ranked business school
10. Number of references that are from hedge funds, private equity firms, and venture capital
11. Number of references that have family connections, such as children and grandchildren

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