Finding great senior-level talent is nothing short of a miracle.
The right leadership is critically important and formidable for the growth of the company. You cannot afford to make a hiring mistake here, because if you do, it’s going to cost you big. It’s an arduous task, but it can be easier if you do these 5 things to weed out inefficient talent easily.
These 5 Things Can Help You Bring the Right Leadership Talent Onboard
1) Optimize your Recruitment Process
a) Define the Role
Before you rush off to find someone, think carefully about what the role is, the actual requirement of the job and how they fit into your business and your plans. Write a job description to help you clarify the purpose, tasks, and responsibilities of the position. Use a job description template to help guide you.
b) Effective Recruitment Process
Having an effective recruitment process in place will minimize the time spent on searching, interviewing, hiring and training the candidate. A robust recruitment process builds a positive image in front of your customers, competitors, and peers.
2) Assess the Leader’s Resume
For any managerial position, there is a set of competencies that lay the foundation of a good manager. Leadership takes center stage where an effective leader ensures your projects don’t get delayed, you don’t miss deadlines, and employee morale stays high. Evaluate the candidate’s resume based on these points:
a) Experience at a Managerial Level
Hiring an individual who has had experience at a managerial level will help create and sustain a culture of accountability and be able to provide a compelling vision to motivate employees at an individual level.
b) Awards and Achievements
Leaders are often awarded and recognized for their efforts and hiring an individual who has a proven track record of achievements unveils characteristics of self-motivation and the need to work productively. Additionally, leaders show loyalty and stay with their organization since they know that their hard work is valued.
c) Special Skills or Knowledge
You also need to be on the lookout for candidates with the right skills set and knowledge that ensures they can take on managerial positions. The following skills are a must-have in an administrative level candidate:
- Interpersonal skills
- Communication and motivation skills
- Organizational skills
- Problem-solving and decision-making
- Delegation and mentoring
d) Promotions in Reputable Organizations
Self-driven individuals are the perfect fit for any company or team. They seem to know what needs to completing even before the company leaders do. Exceptional performers maintain a balance on both the task at hand as well as make space for the bigger picture. They are also in tune with the people around them and can sense when something needs attention. Such employees always seem to be ahead of the curve. Aim at hiring candidates who have received at least 2 promotions with 2 reputable organizations since they think strategically and can anticipate what needs completing.
e) Corporate Office and Industry Experience
Be on the lookout for candidates with experience of working in an office environment as well as industry experience. The exposure to working in a corporate office helps sharpen a candidate’s interpersonal and communicational skills, where managing your time effectively plays a significant role. On the other hand, industry experience develops valuable soft skills like perseverance, discipline, teamwork, leadership skills and problem-solving in a leader.
f) Taking Career Risk
An individual who has taken personal risks in career decisions or has made significant personal investments where they have started their own business or made an
Industry change reflects the characteristics of true self-development.
3) Look out for These 5 Personality Traits
People want to work with someone who is ethical. They know that if their leader acts with integrity, they will treat them right and make decisions that are good for the business.
A leader should possess the will to progress despite facing obstacles. The ability to maintain perseverance, resilience, determination, and motivation in the face of challenges is one of the defining traits of a leader. A quality that employees will notice and likely adopt.
A great manager helps to reduce stress in the workplace by creating a healthy environment, which means maintaining a positive attitude in a stressful atmosphere.
d) Fearless Decision Making:
Great leaders are good at making decisions that have a positive impact on themselves and their employees. However difficult a determination may be to take, leaders know how to deal with anxiety and stress, putting the best foot forward even in unfavorable situations.
e) Emotional Intelligence:
Leaders who are emotionally intelligent foster environments where the employees are allowed to voice their opinions. Being emotionally intelligent motivates individuals to maximize productivity, resolve conflicts and manage change well.
4) Ask the Right Questions
Successful interviews are not just about having the right answers; they are also about asking the right questions.
Given below are some questions you can request a potential leadership talent:
- How do you define leadership?
- What would you do if x problem arose?
- How would explain your management approach?
- Given the information I have during the interview, what do you believe to be the best course of action to achieve heightened results from the individuals whom you will be managing?
5) Find out if the candidate is a motivational fit
Measuring a candidate’s motivational fit can also prevent a bad hire. Even though you may have had a great conversation with the candidate who possesses the right skills and experience you looked for, a candidate’s motivational fit will help you make the best judgment when learning if their beliefs and values are in alignment with that of your organization’s.
A common way of judging a candidate’s behavior is adopting the technique of behavioral interviews. This includes asking hypothetical questions for instance, “Describe a time when you were under a lot of pressure and how did you react?” Asking similar open-ended questions allows you to understand how well a candidate would fit into the culture of your organization or how interested they are in the position.