Why you're not attracting Top Executives and Leaders to your Business!

In an increasingly competitive market employers must craft job offers that are not only appealing but irresistible to attract top talent. A thoughtfully designed offer not only attracts the best candidates but also boosts the likelihood of retaining them over time.

The search is only half the battle

Research suggests 86% of top-tier candidates already employed, it's likely that your ideal applicant isn't actively searching for a new job. In order to attract them to your organisation you need to build an irresistible offer and experience.

A progressive culture

Are you a market leader?

Our research shows that executives prioritise innovation and forward-thinking environments as one of the top 3 considerations when considering new roles.

Companies leading their industries with cutting-edge technologies, market insights, and agile operations get the best talent. Executives want to lead organisations that proactively anticipate trends and disruptions.

According to McKinsey, only 6% of executives are satisfied with their companies performance, however, up to 90% tell us that innovation is a top priority. To attract top executives organisations must stay ahead of the market by offering a track record and desire for innovation, growth and uniqueness.

Offer Leading compensation

Offering competitive compensation to your executives and leaders is crucial. Senior talent are responsible for driving your organisation's strategic vision and ensuring its long-term success, and their compensation should reflect the value they bring.

If you are not sure what a competitive rate is, speak with Executive Search firms who specialise in your market.

Strong Career Progression

The top percentage of executives have earned their status by having the grit, determination and desire to excel. They will only move to company’s who show commitment to their long-term development and growth. By providing a clear progression plan, companies show that they value leadership and are invested in the individual’s future.

Tracked Goals

Setting clear goals and measuring progress when hiring executive talent is essential for aligning leadership efforts with the company’s strategic objectives. Tracking progress ensures accountability, allowing leaders to adapt strategies if necessary and ensuring that the organisation stays on course.

Emphasise job meaning

I'm sure you are familiar with Simon Sinek's Start With Why. Whilst clear objectives are important, increasingly leaders are looking for their “why”. What is the purpose and mission of your organisation? How does your mission align with a your potential hires personal why?

According to McKinsey, 85% of senior executives feel their work is linked to their purpose, while other employees lag behind in this regard.

Crafting an irresistible job offer demands thoughtful planning, thorough research, and precise execution. By understanding your target candidates and streamlining the hiring process, you can develop an offer that both attracts and retains top talent.

Clear expectations during the interview

It is crucial to set clear and realistic expectations during the interview process. This starts from the beginning of the attraction process, during the interviews and the onboarding process. Provide leaders with a clear understanding of the work environment and expectations, all before accepting an offer!

It is imperative to avoid overstating the benefits of working at your organisation or minimising potential challenges. Experienced leaders view challenges as opportunities for growth and modernisation. Transparency allows them to prepare accordingly.

Investing in Coaching & Training

According to Stanford University, almost all Executives want consulting and coaching, however, only 34% receive it!

We know Executives want coaching on: conflict handling, team building, delegation and guidance on mentoring and developing talent. Providing training opportunities will drastically increase the appeal of your opportunity.

Exit Interviews

Exit interviews provide valuable insights into your leadership dynamics and organisational challenges. They are a unique opportunity to understand why key leaders are leaving, identify systemic issues, and uncover potential areas for improvement.

Use this data to craft an irresistible offer.

Lauren Watkins

If you would like to discuss attracting top performing Executives or Technology Leaders into your teams, please do reach out to us at LHW Partners or email [email protected]

Lauren Watkins

LHW Partners

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