Do you have C-Suite openings? Try these 5 steps to hire the perfect fit
Talented executives are looking for new opportunities to share their skills and are ready to look to new companies. But not all candidates who meet your recruiting strategies are a perfect match for your business. You may need to update your hiring practices to attract and hire a long-term candidate for your C-suite. Here are five tips.
In a surprising twist, 2020 ended on a positive note for companies looking for talented executives. According to a TRM Thrive Study, the fourth quarter of the year showed a 17% increase in searches performed in the C suite over the corresponding figures for 2019. In addition, 70% of searches were opened and closed in less than six months, and 80 % of leading companies have selected artists from various geographies through virtual recruitment practices.
This is great news for your business if you have leadership positions to fill. Applicants are eager to slip into lucrative positions and work their magic in different brands. However, not all candidates who meet your recruiting strategies will be perfect. Take a few calculated steps to make sure you attract, interview, and hire the right person who will stick around for the long haul:
- Go granular with the role of the executive.
Do not use a wide brush to paint your job descriptions. Be specific to give executive candidates a fair chance to determine if they are a good fit before applying. Set aside hours to work with trusted colleagues – or even external stakeholders like board members – to flesh out your ideal framework. From engagement styles to cultural preferences, establish a baseline. You can also include “must haves” and “good to own” in your document to help you choose one candidate over another.
By fully understanding what you need from your C-suite rental, you can sort applications faster. You can also avoid recruiting and hiring misalignment, which can be costly in terms of lower team morale and generalized turnover.
- Take advantage of talent assessments to assess candidate flexibility.
The adaptability of your leadership team will help your organization time and time again. How, however, can you determine if a candidate is both reliable and agile? In these cases, psychometric tests can be a useful and unbiased means of measuring how far candidates can mentally bend when needed.
The right test vehicles can help you assemble talented professionals who can navigate the unknown. As Shawn miller, head of the People Solutions Services practice at consulting firm Morrison, said: âWorking with a team of adaptable employees means you don’t have to worry so much about people digging into their comfort zone and resisting pressure. change. Use thoughtful psychometric testing as part of your employee recruitment, onboarding, and continuous improvement strategies.
Miller also advises you to do your research before choosing a psychometric test. Valid and effective tests are likely to have a proven history. Don’t go with a test unless you can find proof that it works.
- Organize a recruiting committee.
Don’t go it alone when hiring your next executive. Form a research committee made up of a varied number of people. Then give each committee member a variety of responsibilities to make sure that each member has a role to play.
For example, a few staff on the hiring committee may be tasked with selecting highly attractive candidates based on pre-assessment tests and resumes. Other committee members could conduct interviews online or by phone. Make sure everyone has a voice and a way to share their comments.
When you get your research representatives together, choose speakers from different departments. Ultimately, your executive search committee should represent a cross section of your organization.
- Conduct social listening to find and assess candidates.
Finding potential executive candidates is much easier in a digital world. Most people use some form of social networking to establish their personal brands and showcase their expertise. Therefore, you may want to use your strong job description to find people and encourage them to apply for your C-suite positions.
Likewise, if you already have people in your recruiting pipeline, be sure to check their digital properties. These can include anything from a LinkedIn account to videos from a TED Talk. A little online survey can tell you a lot about the best candidates.
Will the frames be visible in the digital space? As Hari Kolam, CEO of Findem, noted, most are encouraged to stay visible. Kolam explains that all job seekers should “develop their digital footprints to get noticed … [and] outdo a competitor.
- Regularly update your onboarding processes.
Review your executive onboarding process. CareerBuilder Search suggests that more than a third of companies do not have a coherent and sophisticated integration system.
The onboarding of executives needs to be done properly so that you don’t waste valuable time, resources or the reputation of the company. Plan everything from your leader’s first projects to how to get your C-suite team member into the organization.
Remember: even people who have been in business for decades often need a lead. Most can’t confidently jump in and take over without a little fuel in the form of training and mentoring.
Right now, executives are ready to look to new companies, including giants to startups and small businesses. Your updated recruiting processes will help you establish a lasting match.
Written by Rhett Power.
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