Tips for recruiting sought-after leadership talent, optimizing the recruitment process, and gaining an advantage in a competitive market.
In 15 years of delivering executive search and talent advisory services across Europe and the Middle East, I have been fortunate enough to partner with many different types of organisations, from large blue-chip multinationals to SMEs, family-run groups, and government entities. I have experienced diverse sectors and industries, from industrial, real estate, consumer and retail to financial services, technology, NGO and government.
In the process I have built business relationships and friendships with leaders from different cultures, backgrounds and nationalities. I have also seen a range of leadership styles: some conservative, some progressive, and many in between. Some are extroverts, others are introverts. Some lead from the front lines, while others are strategists and visionaries. Some prefer to release their people’s potential through empowerment, and some are inspirational motivators. Many are a combination.
I have learned from all of these experiences and interactions. At this point it’s fair to say I have accumulated some knowledge about attracting, acquiring, developing and retaining leadership talent. In this article I will share some, with a focus on recruitment. My hope is that it will help companies and business leaders attract and acquire talent more effectively, which will in turn help drive business growth.
Below are three best practices you can adopt to gain an advantage in the ever-competitive leadership talent market.
The concept of ‘brave hiring’ was introduced to me by an HR leader many years ago. Done correctly, it can transform a recruitment process, making it much more efficient and outcome oriented. This is more a change in mindset than an operational adjustment, so be open to adaptation and reap the rewards.
These three best practices seem simple – and they are. There is no major investment or radical process change or re-engineering required. The key is a slight shift in thinking. The post-pandemic world demands it: Business landscapes have shifted and ways of working are changing, and business leaders and HR and talent managers must embrace these changes. This is essential to gain or retain a competitive edge in recruiting the best senior talent. Those who are engaging, innovative, and flexible will attract and acquire talent in a much more effective, time- and cost-efficient manner