Good leaders are hard to find, and sometimes you’re just unable to promote from within. But looking outside for a new leader is no less daunting or challenging, and when you get an influx of applications, it’s not only difficult to figure out who the leaders are, but which ones are right for you. So how do you decide who you’ll put in the captain’s seat?
As recruiters in Boston looking for talent every day, we have some advice.
Look at past roles: Psychology Today stresses the need to take a look at the candidate’s past leadership roles, specifically at their achievements and how much of a role they played in making such impacts. Learn what motivates them, and look for any patterns of leadership. Strong leaders have a track record to prove their merits.
Do they have a vision?: BridgeSpan suggests learning about the candidate’s vision. You should find out their priorities for the first 90 days and where they want to bring the company in five years. Leaders aren’t aimless—they know what direction they want to head towards, and know how to get you there.
Connections and network: Open Forum notes that good leaders network and reach out. They’ll consistently contact your company about opportunities. They’re active on social media, including LinkedIn and Twitter. They may even reach out to current and former employees to get a sense of the company’s history, long-standing challenges, and overall culture.
Finally, Bridgespan adds that companies should actively attract potential leaders. Great candidates will seek great opportunities, so don’t hesitate to explain why your company is the best fit for their talents. Leaders want resources, opportunities, and a solid team behind them, so show them your value. You’ll also have better chances of attracting the talent you want. Good leaders know what they’re after—prove that your company is just what they’re looking for.
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