While it may or may not be true that the Covid-19 pandemic is over, it is certainly true that organizations are looking for good leaders. Some may need to rebuild a leadership team that has been decimated by lock-downs and illness. Others may be working to maintain and even grow their team with new hires.
As always, attracting good leaders can be difficult. Great talent is always in demand so competition can be fierce. Plus, these times add additional difficulties, like reluctance to travel or move.
Here are five best practices we recommend you use in your leadership searches.
- Virtual hiring
This was once an anomaly but is now a norm. Meetings and interviews on Zoom, Google Meets, and Skype are accepted by interviewers and interviewees alike. Not only do these platforms save time and money, they can allow a broad range of staff members to participate in the interview process. Virtual hiring methods broaden an organization’s pool of applicants to national and even international.
- Remote work
Video calling, document sharing apps, email, and texting all make more work-from-home options possible. While these options may not fit every organization or circumstance, we strongly suggest you keep an open mind. Some leading candidates may be looking for this kind of flexibility.
- Diversity, equity, and inclusion
Diversity, equity, and inclusion policies (DE&I) are a critical area of focus. In light of recent shifts in public awareness, leaders of color are being recruited at higher-than-ever rates. Also, candidates are making job choices based on their assessment of an organization’s commitment to diversity.
- Efficiency in the hiring process
Because there’s so much competition for good leadership talent, the hiring process should be as brief and hassle-free as possible. Candidates will evaluate your organization’s values and culture by how they are treated during this process. An organization that models intelligence, caring, and respect will be seen favorably.
- Looking within
Sometimes your best candidate may be right under your nose (that is, already working for your organization.) The advantages of internal candidates include a faster and lower cost hiring process, reduced training time, and better retention.
For more ideas on executive recruitment or for executive development consulting, contact Change Management LLC.