Back to News
Plain (14)
Share this Article

How to hire your C-Suite team (part 2)

  • Publish Date: Posted 10 days ago
  • Author:by Richard Abelson

When it comes to hiring at a senior level, companies will be placed in the position of hiring from a much smaller talent pool than usual, which in itself is a challenging task. With little margin for error, from both a cost and time saving perspective, your senior recruiting process needs to be robust, strategic and tailor-made.

This is because the right senior level leader will invigorate your team, provide motivation and champion overall commercial growth. However, seasoned senior executive candidates will be very particular about what they want from their next role, while you need to make sure they possess the perfect mix of skills and cultural fit.

This is precisely why you need to plan carefully and take steps to match their expectations through the hiring process, which will have the added benefit of attracting the best talent to merge and evolve alongside your company to ensure continued success.

Following on from our previous article with five top tips from executive recruitment expert and MERJE MD Edward Manson, here are a few more from experienced C-Suite hiring leader and MERJE MD, Richard Abelson:

Be clear about what you want

Appointing new senior professionals provides a fantastic window of opportunity to look at your company’s vision with fresh eyes and tweak it if necessary. Take the time to consider what its commercial goals and strategic objectives are and, from there, you’ll be able to ascertain the expectations that you have for your new hire. Make sure that you communicate this effectively with your recruiter and include a solid job specification to source the right type of candidate.

Define your ideal candidate

Creating a precise candidate profile might be time consuming, but will prove its worth in the long-term. Consider what the personality traits, experience and competencies expected of the person you’re recruiting are, then narrow this down to essential attributes, core skills and desirable characteristics. This will help you formulate a clear picture of your preferred candidate.

Be proactive in your search for perfection

Many senior appointments are offered to candidates who aren’t actively seeking out a new position. Simply advertising for a senior role doesn’t always flag the most appropriate candidates. This is why it’s important to spend time and effort researching and directly approaching target candidates who fit your profile. This is how to secure the professionals who possess the right characteristics to achieve your own goals.

Don’t rush the process

Hiring senior managers, whose role it is to steer your business, will inevitably take time, which is why it’s vital to remain patient as you look for the perfect fit. Suitable candidates will often already be in a high level role which will more than likely come with a long lead time if they want to transition out of their existing business. The very nature of a senior hire tends to be permanent and for the long haul, which is why it’s worth implementing the proper frameworks and, as a result, selecting from the right pool of people.

Offer a package that’s too good to refuse

Successful senior managers and board level appointments are often motivated by more than just their salary remuneration. These people are driven individuals and will want to ensure their move is as right for them as it is for your organisation. Adding real value to your offer, such as shared options, tailored lifestyle benefits, opportunities for continuing professional development, and even assistance for relocation, may sway their ultimate decision.

Find the right cultural fit

Senior level appointments have a critical impact on the culture of an organisation. Appointing someone who cannot operate within the existing environment of your business could lead to confusion, resulting in a negative outcome for your company. If you’re hoping to transform your organisation’s culture, consider candidates who have a change management background or previous expertise in this area, as this could prove crucial when working towards a shift in company ethos.

Listen to your candidate

An effective way to assess people during the interview process is to listen to their ideas. For example they might want to share how they see themselves operating in the position to achieve the goals you have identified. Setting an open question for candidates to present their thoughts will offer you plenty of insight as to how they truly view the role, as well as their capabilities. It will also help to ascertain whether they understand that challenge they might face and if their expectations around the role are realistic.

Create a compelling proposition

Your business vision for the business, philosophy, team and long-term goals will all help develop an engaging and attractive case that you can put to your hire to reel them in. Communicating this during the search, interview and appointment process can help you secure a person that’s the right fit for your organisation.

If you’re a business on the lookout for its next senior hire, please get in touch with the MERJE team today.

Related Articles

How much does Executive Search cost?

Case Study: Hiring a Director of Risk & Compliance for a Real Estate Fund Management Business

How long does Executive Search take?