Winning the War for Leadership Talent
Leveling up Executive Search
Here are three key tips that will set you apart in today’s market and help your company win the War for Top Leadership Talent.
Sherry Cadsawan, Talence Group founder and CEO, has been guiding clients through the changing economics of hiring for decades. Current labor shortages have precipitated some profound changes hiring for leadership roles across the country.
Here are three key tips that will set you apart in today’s market and help your company win the War for Top Leadership Talent.
Top 3 Tips for Winning the War for Leadership Talent
1. Know what you Need before Going to Market
Be ready to articulate the value of the position being filled. You will have opportunities to interview some incredible talent and learn about their leadership skills. If you are clear on what you need, you can identify top talent and make decisions more rapidly (See our SMART Leadership model).
You should be able to clearly define the mission of the role and how it is expected to:
Positively impact customers and the customer experience
Strategically impact short and long-term goals, and the future of the organization
Elevate the employee experience and drive engagement throughout the organization
2. Consider a Hybrid Model
Each employer must determine the level of flexibility they can offer while still ensuring the long-term success of the company. Those who can offer a Hybrid model will have more success recruiting top talent in this economy.
As many as 57% of professional level employees have successfully worked remotely during the last two years—up from 6% pre-pandemic
A PwC survey found that 83% of professional employees prefer a remote work option, with 32% preferring full-time remote work
Bottom line: Candidates are expecting some level of flexibility or a Hybrid model
3. Treat Candidates like Customers
Every interaction a candidate has with your company should be like that of a valued customer. This level of attention will help you stand out among your competition.
Provide a high-level profile of the role including clear and specific objectives you expect the person to achieve within the first year
Invest in a well thought out interview process to provide an experience that demonstrates your company values
Move the interview process along rapidly but thoughtfully, planning several interactions and touchpoints with your finalists
Include a less-formal setting to get to know the finalist candidates on a personal level, such as a lunch or dinner with some select team members
