Hiring senior staff members can be stressful. You start to question your own strengths and weaknesses, after all, you want someone that complements your skill set and not copies it. There can be a lot of work to do on yourself, your business and your team before you even put together the job description for a senior staff member. Which is why we have put this helpful guide together.

 

  1. Look inside your own team. Is there anyone in house that would be suitable? Look at the track record of your staff, can they be coached to be the perfect fit within your organisation? Don’t promote because they have been with the company a long time and “they deserve it” you want someone that will compliment you and grow with your business.
  2. Have a think about your job description, don’t just use the same one you used 5 years ago as the needs of the business changes so do the roles and responsibilities of those in the senior management team. Critically look at your current team and highlight any key areas in which you know are lacking in the current team.
  3. Look at the candidate’s network. LinkedIn is a such a must within a senior team. Have a look at who they are connected to on LinkedIn. Do you have any mutual connections? Are they sharing connections with people in the right industries? Have they been networking much or posting often? Do you have mutual connections? Could those people vouch for them?
  4. Consider unconventional hires. Instead of going for the person that has done the job for the last 10 years in a previous company look at the experience a person can bring, their life skills and if they are the right cultural fit for your business.
  5. Get to know your senior candidates on a personal level, take them out of the traditional interview setting, perhaps for a drink or lunch and chat to them about personal things as well as business. This way you will really get to know the person, after all, you could be working very closely with them in the future. You need to know what drives them and what their passions are and how that aligns with you and your business.
  6. Consider the cost to the business. Hiring new staff is costly. It can be expensive especially for senior members of the team. Someone’s time is spent going through the applications, someone’s time is spent interviewing the selected candidates and then post the offer stage you will have to run an induction and company training. Who will take on this role? If you are hiring for a senior position should it be another senior member of the team? Does this then cost your business more? Do you provide Senior Leadership Mentors or Coaches during the first 6-12 months?  
  7. Finally, make a strategic decision. Don’t rush into things but at the same time do not lose your ideal candidate because you cannot make a decision. Keep your candidate in the loop. Make sure you inform them of your process and ask them to keep you informed of any other offers that they may have on the table. Keep the communication honest from the start.

 

Hiring senior staff members will have a huge effect on the business, you want them to be able to come in, lead, grow and motivate your team. It is important you make the right decision. If you need help, guidance and some support in this process then speak to a member of our team. We offer retained search for senior selection in which we can really work with you to get the right fit for your business and take the stress and strains out of the process for you.

 

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