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Building Cohesive Leadership Teams: Calibrating for the Best 

How do you know you are hiring the very best? You need to calibrate candidates against a large pool of similar candidates to really know. Some people are very good at selling themselves in interviews, but when it comes to actual performance they fail; in executive recruiting terms we call these people “empty suits” – all fluff, no substance.

If you have worked with stellar performers before, then you can calibrate against that experience. What if you haven’t? You’re in your first start-up or leading a new division in your company? Will the same person be able to perform well in your environment? How will you know? Who do you compare to?

Each company is unique in some way: vocabulary, technology, culture, leadership style and goals. You can create a position description containing minimum requirements to filter candidates through. Even then, many top performers will be engaged in a role, performing well and will have significant incentives so that they will remain in their current position.  Additionally, many top performers will also resist the risk of changing to a new company, and new manager. So, knowing all of this, how will you truly know you have a great candidate who will perform well for you and your company?

Skills and abilities are common indicators in evaluating people – and many people will be very good at executing. The question is, who will perform in your company? Who is motivated and confident with your challenges and works well with you and your team?

What can be difficult to assess is whether or not the candidate possesses the right leadership capacity, values, work ethic, communication and the ability to execute in your company under your circumstances. Each company is unique, and while situations are similar, business climates are in a constant state of flux.

How do you define this? Can you articulate your vision for the company and how teams work together? Or communication style? Defining your unique challenges often outlines gaps in team capability, and is often a good starting point to identify your needs and what to hire for. What is your mission? How is your mission and values demonstrated in the behaviors of the team?

Developing a clear picture up front of the “who” you want, will go a long way to finding someone who can execute well for you. After all, when hiring a C-suite candidate you need someone who can lead your company to the next level and beyond.

We specialize in providing you the right C-Suite talent the first time, under 100 days. Please call us for to learn more about why we have many repeat clients, and why our candidates stay over 3 years in their roles.

 

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