Category Archives: effective hiring
The first question we normally receive from a prospective client is —
“Can you help us with our search need?”
Every client comes to the realization that their search requires the right search firm in order for the outcome of the project to be successful. Almost always the client is more comfortable with a search firm that has experience completing searches that are similar in nature to their hiring need. For example a client needing to hire a new CEO will always feel more comfortable retaining the services of a search firm with a solid track record of success completing CEO search assignments. “Success begets success”.
You may have tried to complete a key hire in the past only to find after 18 months or so that the wrong person was hired for a critically important role. When a high profile search goes off track people start running for the exits—but, by then it is way too late!
What are the hiring goals and objectives of your enterprise?
Every company, university or not for profit association we support has a set of goals and objectives that include aims such as: revenue growth, increased profit margin, market share, customer satisfaction and product development. What about the degree of enthusiasm of your colleagues for the work at hand, though…often evidenced in the perception of the enterprise over a longer period of time. How smart are the people in the organization? Do they make a contribution to the industry or field in which they compete or operate? Are the products or service solution they offer considered just OK and priced to sell, or are they truly first rate?
Consistently attracting “A Level” performers is a big challenge, but well-worth the effort.
“A Level” performers are very busy professionals. To seriously interest them in your opportunity you must be willing to take the time to fully describe the job deliverables/ by when, provide detailed information about organization background, culture, leadership and financial performance.
There is often confusion around this topic. If you are a potential client with a need to attract top talent for mission critical positions the management committee needs to have access to several first rate executive search consultants who are willing to take the time to understand the strategic goals and objectives of the organization and then become a reliable and highly responsive source for quickly delivering top candidates for the most important positions within the organization.
Here is a case in point.
You and your management team have been doing a good job growing the business worldwide and a decision has been taken to hire a new person to lead the business in North America. It is very important that you bring in just the right person. You require assistance developing a short list of top candidates who you can first phone interview and then meet with face to face before making an offer.
What are your principal options?
It is impossible for people to remain unbiased about who is the best at anything; do you agree? Nonetheless, we all gravitate to rankings and often put stock in them; particularly if the group compiling the ranking does a credible job. Today’s LinkedIn list of “best universities” is based upon where their graduates are actually working.
How they compiled the ranking is well explained, here.
I was interviewed this week by Charlie Rafkin from the Dartmouth Daily Newspaper…..
Charlie’s article provides various perspectives about the upcoming search for the next Dean of Dartmouth College; I was pleased to respond to his questions.
Dartmouth College steeple
I am sharing the links to two worthwhile articles—-the first is from Julie Bennink from Accenture where she discusses the importance and benefits of vendor outsource relationship management.
The second article relates to tweaks being made to the highly successful and important online higher ed learning program at Southern NH University
I hope you will find both pieces interesting and beneficial.
Our firm conducts senior level search assignments for universities and companies that are focused on research and innovation. As the economy continues to accelerate we expect our phones to be ringing more frequently from clients who need us to help them attract the right leaders for their organization.
For boards of directors and university trustees this is an important inflection point relative to attracting the best leaders for key roles; the competition for talent will increase significantly as the year progresses.