What top executives are looking for in the next role?
As the talent pool becomes smaller successful executives have more opportunities available to them than ever before. Top talent is evaluating your company in terms of types of challenges you would offer, career progression, high visibility and profile of your company, monetary rewards, your best projects, your best clients and what professional development you offer.
The most successful hires are made through understanding the job market, reasons why top executives move, and why they want to work for you.
The secret to hiring the best executives is to be the best yourself.
How do you do that?
Selecting the best candidates starts well before the recruitment process is approved. Without preparation chances to hire top executives becomes low as the process needs to start well before you go to market to identify a shortlist of candidates.
Without creating the thinking space the quality of your hiring decision-making will be very poor. You will be making hiring decisions on the run and they won’t be that good. The principle is that you need to know how your company reputation and brand in the marketplace is being perceived by the best executives because you want to attract them rather than chase them.
Strategy 1
Lead not Follow
The top executives will search you and and be keen to work for you, rather than hunting for top talent. This requires the organisation has great branding and reputation in the marketplace so that the best executives know where to find you.
You need to strike a balance between caution and risk in hiring. The global business marketplace is getting crowded and organisations understand that as people are their competitive edge, they need to have a smart strategy when it comes to hiring the best talent.
You find the best hire but they accept another offer
Many organisations fail to take a proactive recruitment approach and focus externally to find the best talent for the role only to find after lengthy, in-depth, time-consuming recruitment process that the one or two top executives they really want have now taken another job offer at the last moment.
This is very frustrating and disappointing not only for the length of time the recruitment process has taken for all involved, but busy managers have taken time out of their busy work schedule to interview potential candidates, only to find the best candidate has slipped through their net
Strategy 2
Prepare Proactively
Traditionally, in preparation for the search an exhaustive and elaborate recruitment and assessment process is developed. As the list of top candidates is narrowed to the top two or three the hiring process is protracted even longer and may take anywhere from 12 weeks to 6 months to make a final decision. By that time it is too late. This is very time-consuming, frequently bogs down the decision-making process failing to get the best hire. i
Is the recruitment process is flawed?
Having set aside the time required to put in place all your in-depth recruitment, assessment hiring processes, you identified and narrowed the search, the candidates are keen and interested for the next opportunity and ready to jump. The the entire process is now stalled, goes cold while the hiring decision-making manager has gone on extended leave, the hiring decision is being hi-jacked by other high priority competing projects or the company is not willing to pay the extra dollar value to bring unique talent on board.
Strategy 3
Make faster, better informed hiring decisions
Bold decision-making coupled with equally bold attraction of the best candidates creates opportunities where none appear to exist.
When a company impacts on the lives of their talented workforce in a positive way to help executives fulfill their aspirations and motivations, the company will grow in its mission and values that is in alignment and culture fit with its people.
Help your next executives find value in your company where they can take their talent, expertise and experience. The next generation of leaders are fast paced, have dynamically unfolding careers that doubtless hold surprises yet to come.
Blaze a trail where none exists
Recruitment has to become more nimble, less process oriented, adopt or adapt and exploit the insights. Greater flexibility on the surface many not appear to be the natural traveling companion with digital technology, metrics driven world, but such intersection of talent and hiring the best can bring us to crossroads that will launch us down an entirely unexpected path and that road many not have been paved for us where we need to blaze a trail.
High Potential Talent Bespoke Strategic Solutions Contact Us info@executivetalent.com.au Executive Talent Consulting