July 17, 2023
In today’s competitive business landscape, senior leaders face numerous challenges in attracting top talent, measuring organisational culture, and building a strong leadership bench. To overcome these hurdles, it is essential to partner with best-in-class search providers who can deliver distinct value in critical areas. There are seven critical areas of value that senior leaders should expect from their search provider to ensure the right candidate is selected, fostering long-term success and building tomorrow’s leadership bench strength.
1. Attracting Top Talent with Creativity and Flair
A best-in-class search professional brings creativity and flair to the process of attracting top talent. They understand that simply presenting a job opportunity is not enough; it requires crafting a compelling story that showcases the organisation’s values and unique selling propositions. These search providers go beyond the surface-level values that many organisations claim to have and dig deeper to understand what truly motivates high performers to stay. By leveraging this insight, they inspire candidates who are content in their current roles to consider new opportunities that align with their aspirations.
2. Measuring and Shaping Organisational Culture
Culture plays a vital role in an organisation’s success. A search provider must help clients measure the culture they have today and identify the cultural shifts needed to compete in the future. This entails conducting comprehensive assessments and diagnostics to understand the organisation’s current cultural roots and identify the culture required to achieve strategic objectives. By establishing a baseline and providing insights into cultural alignment, search providers enable senior leaders to make data-driven decisions and implement targeted interventions to shape a thriving culture.
3. Developing a Balanced Scorecard for Leadership
A robust, balanced scorecard is an essential tool for assessing leadership effectiveness. Best-in-class search providers offer leading-edge tools to develop and implement a balanced scorecard specific to the leadership role in question. This includes establishing a library of relevant and up-to-date leadership competencies and a proven leadership model that ensures a balanced approach across critical areas: direction, delivery discipline, people development, and day-to-day dialogue. By aligning leadership competencies with strategic objectives, organisations can cultivate a leadership pipeline that drives sustainable success.
4. Identifying Role-Specific Competencies
Search providers should assist senior leaders in developing role-specific competencies tailored to their unique requirements. This involves identifying the key skills, knowledge, and attributes necessary for success in a particular position. By maintaining an up-to-date competency library, search providers ensure that the competencies identified align with evolving leadership needs. This proactive approach empowers organisations to cultivate leaders who possess the right mix of capabilities to address current and future challenges.
5. Determining Team Fit
In addition to cultural fit, it is crucial to assess team fit during the hiring process. Best-in-class search providers provide a meaningful process to evaluate how candidates will integrate with existing teams. By utilising effective measurement techniques, such as personality assessments and team dynamics evaluations, they help senior leaders make informed decisions about team composition. This focus on team fit enhances collaboration, synergy, and overall team performance.
6. Coaching Line Managers in Effective Interviewing
Interviewing skills are often overlooked, particularly among inexperienced line managers. Best-in-class search providers recognise this gap and offer coaching and training programs to enhance line managers’ interviewing capabilities. By equipping managers with the necessary skills to conduct effective interviews, search providers ensure a consistent and objective selection process. This reduces the risk of biased decision-making and increases the likelihood of identifying the right candidate for the role.
7. Supporting Integration with Tools and Expertise
Talent acquisition is just the first step in building a robust leadership bench. Best-in-class search providers understand the importance of a holistic talent management system and provide ongoing support throughout the integration process. This goes beyond the perfunctory check-ins and includes providing tools, resources, and expertise to facilitate a seamless transition for newly hired candidates. By ensuring a smooth onboarding experience and offering continued support, search providers contribute to long-term retention and success.
The Implications of Neglecting Distinct Value
When the seven dimensions of distinct value are missing or inadequately addressed, organisations face the risk of hiring the best candidates rather than the right candidates. By treating executive search as a tactical replacement rather than a strategic and integral part of the overall talent management system, organisations compromise their ability to build a strong leadership bench for the future. This not only hinders organisational growth and performance but also increases the likelihood of high attrition rates, increased reliance on external talent, and a lack of leadership development.
Building Trust-Based Partnerships for Success
Successful business development in the realm of executive search is not merely about winning sales but about building trust-based partnerships. Best-in-class search providers strive to understand their clients’ emerging business needs and align their services accordingly. By adopting a client-centric mindset focused on making the client’s business better, these search providers prioritise long-term success over short-term gains. They become an integral part of the client’s team, working collaboratively to ensure the right candidates are identified and developed to build a strong leadership bench for the future.
Senior leaders seeking the best talent and building a robust leadership bench must partner with best-in-class search providers. These providers offer distinct value by attracting top talent, measuring and shaping organisational culture, developing role-specific competencies, and ensuring team fit. They coach line managers in effective interviewing, provide support during the integration process, and go beyond short-term gains to establish trust-based partnerships. By embracing the value offered by these search providers, senior leaders can secure the right candidates and invest in tomorrow’s leadership bench strength today, driving organisational success and growth.
This article explores themes and concepts from content by John O. Burdett.
John O. Burdett is founder of Orxestra® Inc. He has extensive international experience as a senior executive. As a consultant he has worked in more than 40 countries for organisations that are household names. John has worked on organisation culture for some of the world’s largest organisations. His ongoing partnership with TRANSEARCH International means that his thought leading intellectual property, in any one year, supports talent management in many hundreds of organisations around the world. Get in touch with John O. Burdett »