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There are 6 key differences between hiring into leadership and other roles include:
Exec hiring requirements are often heavily shaped by pressing business challenges at the particular time of hiring and the circumstances by which the vacancy has arisen. The replacement of a top performer who has resigned and whose business was well run is often different to that of someone who’s been kicked out for failing to perform and leading a business unit in poor shape.
At different times organisations will face different challenges such as:
Accelerated growth | Change | Crisis | Turnaround | Employee engagement
These will invariably shape the hiring requirement.
And the more senior the role, the greater the ripple effect of how that person’s performance has an implication throughout their business / business unit and indeed across others.
On a practical basis, this ripple effect can be expected to translate into bottom line business performance, brought about through positive or negative impact on revenues, costs, profit and ultimately the return on investment to the business owner / shareholders.
And there are four key areas, the four ‘E’s of leadership: high in personal Energy, the ability to Energise others, the Edge to make difficult decisions and the ability to Execute or deliver on the promise.
The more senior the post the greater impact it will have on the business and the higher the quality of the candidate will have to be. Identifying, qualifying and courting high quality, senior executives is time consuming.
Often these matters are best left to the professionals. The head-hunters.
IF YOU WOULD LIKE TO FIND OUT MORE, DOWNLOAD OUR FREE WHITE PAPER ‘THE SAVVY HIRING TEAMS GUIDE TO RECRUITING LEADERS’.
Robert Tearle, Managing Director