Prepare For The Search
30 Years | Lessons Learned
Suggestions and guidelines about getting your company ready to hire outside talent.
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Timing is everything. Is this the right time to hire someone? Is your company set up to attract and then support and onboard the new hire? Are you willing to devote the necessary time to attract, interview, vet, make an attractive offer and onboard and support a candidate that may be considering multiple opportunities?
If you are looking for a C-Suite candidate, do a C-Suite search. Do not expect a candidate who is currently, or interested in becoming, a President/CEO/CFO to quit their current employer and join your company in a lesser role only to compete with your existing leaders for a C-Suite role.
Do not expect a division level new hire to solve existing cultural and structural problems.
The industry needs to embrace and utilize older workers. This is an absolute. The workforce is aging.
Diversity is becoming particularly important. Candidates are beginning to look at a new employer’s diversity record as they evaluate a new opportunity.
ESOP and ownership programs are more common than ever, and most leadership candidates are interested in some type of ownership opportunity.
Do not discount candidates from companies with undesirable cultures. Your best candidate may want to leave their current employer because of that very culture.
Use your company story complete with an explanation of why you are looking along with a detailed job description including why they should consider your opportunity and short- and long-term expectations. This will set you apart and help attract talent.
Not every position requires or can support a rockstar.
Rockstars are born-sometimes. More often, they need a producer/mentor and or an opportunity to join a rockstar company to rise to their potential. Look for undiscovered rockstars.
Recruiting is a boots on the ground sport. Technology has helped improve the process, but you should never hire a leader relying solely on Indeed, LinkedIn, or by virtual methods alone. We need to get on the phone, get referrals, and personally meet candidates.
Expecting a new candidate to fit in and or adapt to your company and culture is always a gamble. Expecting their family to adapt to a new geographic location is usually not going to work unless they are moving to be closer to their family or they are moving to a new area with a better quality of life.
The hiring process is a bit like the serenity prayer. “Dear recruiting gods, help me accept the things I have no control over, control the things I can control, and the wisdom to know when to walk away from a potential bad hire.”
If one of these tips helps one client hire a rockstar, avoid a bad hire, or save a promising employee, then my life’s work will not have been in vain.
To discuss a current search need or any of these tips in greater detail please call me directly 312-505-9543 or email jerry@adamspartners.com