In today’s disruptive business environment, one thing has become abundantly clear: organisations that take a step back and rest on their laurels will fail.
Agility, innovation, thought-leadership – these are the qualities that describe successful organisations in the new world of work - and these same qualities are also what defines a successful leader.
Despite businesses increasingly focusing on innovation and digitalisation, many organisations are still relying on outdated methods of talent acquisition.
For organisations looking to take on board senior digital leaders, here’s how to adapt your recruitment methods for the changing world:
Step 1: Map out your marketplace.
To find the best digital executives in your job sector or niche, posting a job ad on LinkedIn and expecting a flurry of relevant responses to come flooding in would be a misguided approach.
The truth is, the tech-savvy, results-driven, game-changing digital leader your organisation desperately desires will not be actively searching for a job – they will no doubt be happily employed and being well looked after elsewhere.
Before you begin your search, it’s vital that your form a firm outline of the role, taking into account everything from skills and experience through to mindset and cultural fit.
It is essential that you carry out thorough marketplace mapping to accurately identify the size of your talent pool and understand who the best and brightest individuals in your sector or niche are.
This wealth of data and insight will help you to make the most informed business decision.
Step 2: Hire people for their potential.
When it comes to hiring senior talent, the higher the position, the higher the risks if things turn pear-shaped. In fact, the costs of a poor senior-level hire can have a detrimental impact on your business: employee morale and productivity can take a battering, the time spent on hiring, training and development all goes out the window, and then there’s the financial cost.
That’s why in today’s particularly volatile business environment, the search and selection process for hiring new executives should be based on more accurate measurements than likability, gut instinct, or even skills and experience. (These are important factors, but they should only make up part of the equation.)
To gain an accurate understanding of what a candidate would actually be like on the job, take a data-driven approach. Psychometric tools, such as Pulse Mindset, can accurately determine a candidate’s motivational drivers and working preferences, while assessment centres can be used to measure a candidate’s leadership capabilities and cultural fit within your organisation.
Step 3: Retain senior talent.
Once you’ve taken on board a new leader, it’s important to let them take the reins from day one.
That being said, it’s also crucial that your new hire has access to the right support and development opportunities as soon as they’re in the role in order to keep them fully engaged. What plans are in place to help them succeed? Will you provide them with any leadership coaching?
Your search partner should take an active role in supporting your new hire to succeed, both in the short-term and in the long run. We can provide all our executive-level hires with bespoke support from accredited business coaches to ensure they hit the ground running.
Communicated by Morgan Philips Luxembourg
Publié le 18 février 2019