How To Hire Your Organization’s Future Stars

It’s never been more important to have strong leaders at the helm of your business. With economic uncertainty and financial instability threatening the success of companies, business owners have to rely on recruiting great leaders to guide them through. Over the past few years of pandemic-related hardship, strong leaders kept companies afloat and, in some cases, helped them thrive.

Here are the strategies five executives are prioritizing right now to ensure they hire the key people they need:

1. Take a clarity break before hiring: Kelly Knight, Integrator™ at EOS Worldwide

Take the time to reflect on the leader you want and need because they will significantly impact your company’s future direction. Let your company’s core values and overall vision dictate the role. “Paint a very detailed picture of what this person will bring to the table and what success would look like; that will frame how you take the job offering to the world and who it will attract.”

2. Look for more than just fit: Kathryn Clubb, head of change and transformation at BTS

During times of change, companies need to be agile and capable of adapting. New leaders should understand a company’s context well enough and be a source of new ideas and perspectives. Review what candidates have accomplished and keep an open mind on how they might drive change in your business.

3. Use assessments for a deeper understanding of candidates: Dr. Dan Harrison, CEO and founder of Harrison Assessments

Hiring a leader is about more than getting the right skill sets in a candidate, so you need to be able to measure qualities like their attitude and behavior. To find someone that best complements your current leadership team, you and your existing leadership should also take assessments to identify where your team is already strong and where a new team member could fill a gap.

4. Consider what candidates want too: Alison Gutterman, CEO, president, and owner of Jelmar

Employee expectations have evolved since the start of the pandemic. Consider what candidates are looking for regarding work-life balance and company culture. Use the hiring process to reevaluate your company’s approach to employee engagement and satisfaction. Consider adjusting to meet the needs and expectations of the candidates you’d like to hire.

5. Harness the power of turnover: Bryan Adams, founder, and CEO of Ph.Creative

You won’t be able to keep people from moving on when the time comes. Instead, focus on ensuring that employees have good experiences with your company so that if they leave, they can become a de facto recruiting force for you. Given the simple power of building your company’s reputation among high-quality talent pools, it’s worth it to nurture your alum network.

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