• Hiring has become a ‘future oriented’ process, where new leaders are evaluated in the context of ‘succession management’ can they fill this role and the next one up?
• New leaders are expected to have the capacity to be effective immediately and ready for increased leadership responsibilities.
• The ‘candidate market’ is becoming increasingly competitive and hiring and retaining top-notch employees is an increasingly complex challenge.
Executive selection is a strategic human resources initiative. Failure to successfully screen and engage a future leader, without considering ‘the right fit’; for both the present and the longer-term, can cost organizations significantly in lost revenue, productivity and leadership focus.
Increasing the effectiveness of your selection practices by clearly defining your present and future talent needs; asking questions that align with your strategic needs; focusing on the person and their record of success can provide the answer to the question: is this leader capable of helping you to be successful?
It is a proven way to meet the challenge of managing and reducing the risk involved in the recruitment and selection process, and in identifying and hiring the right candidate to ‘fit’ your future leadership and productivity needs.