When you’re looking for a needle in a haystack, all you have to do is bring a magnet. But to find the perfect straw in a haystack – now, that’s the real challenge.
Finding a leader that fits into your organisation is just that – finding that perfect piece of straw in an endless haystack!
There are strategies that can help you find, attract and hire a leader who will not only help your employees and company grow and flourish but also add great value to the culture of your organisation.
Assess your existing team
Leaders will always choose to be around other leaders and if you’re looking to hire the best, then you need to make sure your existing leadership team is pulling its weight and doing everything they’re supposed to. If you find individuals who are failing to lead their teams, consider making some tough decisions and make a place for those who will perform better. Identify areas that your existing leadership team is underperforming in and see how you can improve.
Try to hire internally
The first place to look for when hiring for a leadership role is within your ranks. Chances are, you will find the ideal fit in your existing team. Look for qualities like communication skills, interest in a managerial role, skill development, etc. to identify those who can take on the challenge of a leadership role.
You may also want to make a note of the employees who show promise and are eager for a leadership position. They may not be ready yet but with a little nudge in the right direction, they could be on their way to taking on the leadership role next time it comes up. Consider offering mentorship and skill development training and coaching to these potential leaders.
Involve the right people in the hiring process
A leadership position requires communication with people in various roles and at different levels. This is why it is important to involve different people when you’re hiring for a leadership position. The hiring team must include those who will be working closely with the individual in the leadership role. The hiring manager and a superior will be a part of the hiring team. You can also consider involving a peer and a direct subordinate. This will allow you to assess the candidate thoroughly. While the hiring manager and superior measure the skill and knowledge of the candidate, the peer and subordinate can gather an understanding of how the candidate will fit in with the team and engage with them.
Assess the gaps and find the right balance
No team and no organisation is without its deficiencies. When you assess your existing team, you will find a few gaps. While hiring, try to find the individual who plugs in these gaps and strengthens the team and organisation. For example, if you have someone on the leadership team who is especially tech-savvy but lacks creativity, find a person who can balance it out. List down whatever you think is missing in your existing leadership team and look for that in the next leader you hire.
Strengthen your employer’s brand
The best leaders will only choose the best organisations and if yours doesn’t rank on that list, you will not be left with a lot of choices. You need to build a strong employer brand to attract top talent. The reputation you have in the job market is the kind of talent you will attract. A few questions that will help you evaluate your employer brand are:
- What kind of employee reviews does your organisation have on social platforms?
- Are you offering competitive compensation and benefits in comparison to your competitors?
- Do you support your employees in maintaining a healthy work-life balance?
- Is your company culture conducive to growth?
- Do your employees feel valued and included? Can they openly voice their opinions?
- How do your customers view your organisation?
The answers to these questions will reveal the level of talent that your company can expect to attract. Continuous improvement where it is required is considered to be a very attractive quality in an organisation and it shows potential candidates that you, as an organisation, are listening to the grievances of your employees and taking the necessary measures to improve things. So, keep trying to make your organisation a great place to work.
Compensation and benefits
People say money isn’t important. More often than not, that’s not true. Money is important. If you wish to hire the best, you need to be willing to pay for it. When you’re hiring leaders, you are choosing to pay for their skills, experience, and expertise. These leaders will impact the organisation in their own way and bring something to the table that no one else does. And while monetary compensation and benefits may not be the only driving factor for them, it certainly is one of the more important ones. Leaders understand the value they bring and want to be compensated for it. So, when you’re hiring for a leadership position, be certain of what you’re offering to the candidates.
Cultural fit and cultural add
The leadership team as well as the employees of an organisation must be aligned with the culture of the company. However the leadership team also shapes the culture of an organisation. When hiring for a leadership role, pay attention to how the candidate aligns with the existing culture and more importantly, how they add to it.
Someone in a leadership position doesn’t necessarily have to fit into the culture completely. They may bring new insight that adds value to their respective team and the organisation on the whole. Be open to new experiences, ideas, and perspectives. This promotes cultural diversity and growth.
Due diligence
Bringing in new leadership comes with its own challenges. Which is why it is necessary to hire the right person. Referral for a leadership role, cross-checking references, and understanding the candidates and what they bring to the organisation can go a long way in hiring the right person the first time around. Understanding a potential candidate’s career trajectory will also give you valuable insight into their journey and what drives them. Dig deep to understand what motivates the candidate. And finally, do these motivations align with your organisation’s values, mission, and vision?
The leadership team of an organisation is crucial in driving the organisation towards its goal. Creating a strategy to hire the right leader not only simplifies the process but also makes great business sense and ensures retention and morale amongst employees at every level.
Partner with recruitment agency
In today’s competitive talent market, filling leadership roles quickly can feel like searching for a needle in a haystack. Here’s where a recruitment agency can be your secret weapon. They have the expertise and resources to source a wider pool of qualified candidates, leveraging their existing network and targeted outreach. This saves you valuable time spent scouring job boards and sifting through resumes. Furthermore, top recruitment agencies possess the skills to assess leadership potential effectively, utilizing in-depth interviews, assessments, and reference checks. This allows them to identify candidates who not only possess the necessary skills and experience, but also exhibit the cultural fit and leadership qualities that will propel your team and organization forward. Ultimately, a recruitment agency can fast-track your leadership hiring process, ensuring you land the perfect candidate without sacrificing quality or speed.
The leadership team of an organisation is crucial in driving the organisation towards its goal. Creating a strategy to hire the right leader not only simplifies the process but also makes great business sense and ensures retention and morale amongst employees at every level.
