Who and how we hire
The world of work is changing. And the very definition of "a job" is, perhaps, changing most of all. Structures, processes and tools honed over the last hundred years are starting to fail. Hierarchy and a command and control mindset are out of step with the need for agility. Strategy is an unreliable compass.
A decade from now the workforce will look very different. In that, literally, many of the jobs that companies will seek to fill a decade from now don't currently exist. Even our investment in training and development is open to question.
Into this maelstrom rides talent management. The metaphorical quarterback of talent management … who and how we hire.
Simply replacing a leader who leaves is to reinforce the status quo. External consulting support drawing largely on an expensive address, a nice suit, great marketing and a thick rolodex belongs in the past. A reliance on selection that ignores culture is to build a house on sand. And an executive who lacks mastery in the interview puts the business at risk every time they make a hiring decision.
Little is more important to tomorrow's culture than who the organisation hires and promotes. Go astray and there is no easy fix. Most leaders arrive at work to a full diary. The day-to-day and the immediate have a habit of overwhelming a long-term view. And yet, unless we create tomorrow today, the future will, inevitably, be little more than a replay of what has been. Count on it!
The 'best' candidate versus the 'right' candidate
It's easy to find the "best" candidate. But, getting culture on the right track means identifying the "right" candidate. Not every now and then … but every time. Talent acquisition is about managing risk. Risk, in turn, is about fit. There are six critical elements of fit:
- Role-specific, leadership competencies
- Team fit
All six elements of fit are essential but as disruption, uncertainty and new technology impact how business does business … culture is destined to become evermore important.
Culture Imperative: Who you hire determines what's possible. Hiring that has a "replacement bias" is to become more of what you have always been. In determining fit, measurement matters. Especially when it comes to culture and team. Money might attract talent but if you want to keep high performers give them a job that they love.
Insights from "The 7 Questions Every CEO Should Ask About Culture".
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