Finding the right people for senior jobs is critical to your company’s future success. Making the right decision might mean the difference between your company’s success and failure, but finding the perfect person to take your firm to the next level isn’t always easy.
Young Entrepreneur Council (YEC) members weighed in on the following question to assist fellow leaders in hiring for senior-level positions:
“What is the most important recruitment lesson you’ve learned regarding hiring for a senior position at your company?” What effect did that lesson have on your recruiting efforts in the future?”
Here’s what they’ve learnt along the way in their businesses.
1. Identify someone who is already doing a fantastic job.
“When it comes to recruitment, the best thing I’ve learned is that it’s preferable to find people who are already doing great work at another company and start creating a relationship with them.” If there is a common desire, take the effort to learn about their current concerns and outline how your organization could be a better professional match.” PageKits.com’s Richard Fong
2. Internal Hiring
“We have always hired senior-level talent from within our organization.” Because current employees are familiar with our culture and standards, we aim to promote them initially. However, this takes time and preparation. You must regularly hire junior-level staff, train them, and provide them with experience.” PaperStreet Web Design, Peter Boyd
3. Conduct several interviews
“I recommend having many interviews when recruiting for a senior position at your organization. If you’re going to place someone in a critical position on your team, be sure they’re the proper fit. I don’t believe one interview is adequate for this assessment. We normally do three to four interviews before hiring someone for one of these positions.” MonsterInsights’ Chris Christoff
4. Create a Job that Suits Them
“Experienced applicants may not be a perfect fit for the position you’re advertising, but if they’re a fantastic culture fit with aspirations that might help your company grow, it’s frequently worth it to be flexible and create a position that fits them.” Wunderdogs’ Daria Gonzalez
5. Prioritize your values.
“You must delve deeply into their values.” You don’t need to do this as much when hiring for a base role, but for senior positions, those ideals will have a significant impact on your organization. As a result of this lesson in senior roles, we’ve made far better hires.” Money Crashers Personal Finance’s Andrew Schrage
6. Figure out what they’re after.
“A little planning goes a long way.” You must learn what that person is looking for in a role and learn the answer early in the conversation. Determine an expansion strategy and put it into effect as soon as possible. That way, you’re demonstrating to this person that you appreciate their contributions so high that you’re willing to customize the role to meet their requirements.” Gigster Tyler Quiel
7. Write down key questions.
“If you’re looking for someone to fill a senior position at your firm, I recommend making a list of important questions that you anticipate your candidate to be able to answer before they accept the position.” For example, you may question prospective hires to describe the position’s main challenges and how they plan to handle them.” Smash Balloon LLC’s John Brackett
8. Combine your industry knowledge with your computer abilities.
“Hiring someone with industry experience and computer abilities is one of the most significant recruitment lessons I’ve learnt.” Yes, you want to hire someone well-versed in the sector, yet, if they cannot apply a specific skill set fast, your business may suffer. It’s tough to maintain things organized and efficient if someone doesn’t have sufficient computer abilities.” Shu Saito, Fact Collector
9. Take into account candidate trials
“Try out applicants for senior roles before making a decision.” To begin, you can hire them on a consulting basis. You can see if you’re compatible throughout that time. If you give them a try, you’ll be able to see whether or not they’re a good fit. This lesson has helped us at Bounce bring some fantastic people through the door with a lot of confidence.” Bounce’s Cody Candee
10. Make a long-term hire
“When I’m hiring for a senior job, I look for applicants who will stay with the organization long.” They should be adaptable and flexible enough to fit into the company’s long-term goal rather than simply meeting immediate needs.” Wholesale Suite’s Josh Kohlbach
11. Pay attention to personality traits
“When interviewing for a senior position, I look for personality attributes in candidates. I believe that our staff must get along and integrate into the business culture. This is only conceivable if you have a personality that permits such behaviour.” OptinMonster’s Thomas Griffin
12. Search for Prior Experience
“When hiring for a senior position inside your firm, culture and experience are critical. You’ll need someone who knows how things should function to be successful, has gone through the ups and downs of the firm, and is committed to and understands the overall vision. This ensures that the culture you’ve worked so hard to establish is preserved and that your objectives are met.” eMerchantBroker’s Blair Thomas.
13. Get to Know Potential Candidates in Advance
“I believe in getting to know people before collaborating with them or recruiting them for high jobs.” So far, it has been a huge success. You’ll know whether your goals and work methods are similar after talking with someone for a year. Working with such people would be not only simple but also enjoyable. Not to mention that your company will expand.” Syed Balkhi, WPBeginner