Hiring For Senior Positions - What To Look For? | Eminence
Hiring a senior manager for a role and handling a key responsibility is one of the toughest challenges. You need a highly skilled person to meet your expectations. While hiring for a senior manager, the HR Team has to take care of the long-term vision and the other aspects connected with the requirement as per the demand of the senior authorities/management.
While hiring for senior managers, you should look for the following aspects –
Get everyone on the Same Page before Recruiting – Ensure that all of your senior authorities are on the same page and agree with all the requirements set for the hiring candidate. You must be entirely sure of what they require. That is why conducting a group meeting with all the people at the same time can help you to hire the right candidate as per the profile.
Proactively Search for Passive Candidates – Active candidates are the ones who are already looking for a job and easy to find. But when you are senior positions, passive candidates are a one to go shot as they are already settled in a company and are not actively looking for a job. It is better to find such candidates through LinkedIn as you can connect to them and ask them directly if they would be interested in any such opportunity.
Consider Their Long-Term Future with the Company – When you hire for a senior position, it is mandatory to look for someone who can be connected with the Organization for a long time. No one wants to hurry and hire someone who switched jobs very often. So always discuss clearly with the shortlisted candidates about their long term goals and show them the roadmap of their growth if they are willing to join your company.
Be Patient, But Persistent – You cannot hire someone at a senior position in some days or weeks. It may take months to find an ideal candidate who can benefit the Organization. SO as soon as you come to know about the open position, start researching and searching as per your competitors like what salary they offer to such candidates and qualifications, experience, etc. Start mapping the candidates be proactive, and, at the same time, be persistent, don’t hurry.
Set Clear Expectations during the Hiring Process – Transparency can lead to you longways. Make sure that you always set clear expectations with the candidates as per your requirement. Be clear cut about everything related to the Organization and the Job Profile.
Make Sure They Can Adapt – As we all know, “The more senior the hire, the less adaptable they may be.” Judge the candidate based on real scenarios and situations which can occur in an Organization by interviewing them. This will help you get a clear thought that if the candidate is ready and willing to adopt the changes. Trust your gut feeling. Sometimes it helps in hiring a suitable candidate.
Hiring a candidate at a senior level demands you to put your more than 100%b efforts and make sure that you hire the right candidate as they will be playing the most critical role in the Organization.
According to the Corporate Leadership Council, Nearly 40 percent of CEOs fail in their roles within the first 18 months. New hires in managerial positions fail between 40 and 60 percent in the same amount of time as per Harvard Business Review.
Hiring senior-level representatives expect you to step up your game and work at a further advanced level than some other kind of employing. The contender pool for this chief and the executive’s positions is a lot littler and requests an additional hands-on approach.
If you don’t wish to follow such a road map, then the aspects mentioned above can help you hire the ideal fit.
References – Small Business Trends
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