Tips to Prepare for a Director Search
Posted: Sat Feb 01, 2025 10:08 am
Not everyone takes into account the costs of hiring. They only pay attention to what lies on the surface: posting an ad or a fixed salary of a recruiter who is engaged in hiring. But if you dig deeper and calculate how many more resources are spent on finding personnel, you will be surprised. In addition to the above-mentioned expenses, there are such as time and people.
In order to find the right candidate, you spend a huge amount of time on interviews. It is also worth considering the number of participants in these interviews. All this is added up and multiplied by the cost of your hour of work and all the managers who are also involved in the process.
In total, we get an impressive amount that we could have initially overlooked. And if after all these calculations we add the lost profit and other unfulfilled tasks due to the absence of the manager, the amount will be several times larger. It remains only to imagine that the search attempts are repeated again and again, and the errors become not 1/10, but at least 4/10.
Unfortunately, not everyone pays attention to statistics, especially statistics of failures.
How to Prepare for a Director Search
Source: shutterstock.com
As you begin your search for a manager, use the recommendations below.
It is necessary to understand senegal email list what kind of manager you are looking for. If you are thinking about how to select a specific specialist, for example, you need to find a commercial director, then this still does not play an important role. Why? Because you must, in any case, imagine what kind of manager he is - the one that suits you, from the point of view of the following questions: with whom and how he will work. To do this, you need to create a team profile so that you have clear criteria with which the search for a manager will take place.
Next, you should make a list of professional competencies that the future manager should have. It is compiled based on the goals and objectives of your company and the role of the functional area for which the selection is carried out.
Look at the first two points. Compare them and create a profile. The main thing is to get a unified and clear picture. Consider the conflicts that may arise in the style of the future director and his skills and abilities. Everything should coincide or not interfere with each other.
Let's consider the situation: you need to find an operations director who will maintain the quality level within the company and build business processes. What kind of candidate do you need for this? Someone who is sufficiently attentive, active, able to structure, systematize and analyze. At the same time, he will be receptive to changes and effective in the tasks of establishing and maintaining business processes.
In other words, you need to create a profile that will focus on a person who is ready for change, flexibility and creativity. Also, in addition to searching for a manager, you should find a potential deputy within the company. That is, task after task arises. This should be an authoritative and people-oriented person who knows how to manage.
It is necessary to formulate the disadvantages of a potential manager. They are always and everywhere, the main thing is to see them and be able to work with them. The disadvantages of a manager are usually complemented by his team. So it is better to see them right away. If you are looking for a person without disadvantages, it is probably something fantastic or an ideal candidate.
It is important to understand that there are no perfect and flawless companies and candidates. There is only the right moment and the right candidate for that moment.
A truly suitable candidate is one who possesses the following qualities:
professional and cultural experience;
motivation;
maturity;
reflection of experience and the responsibility he is ready to take on.
In order to find the right candidate, you spend a huge amount of time on interviews. It is also worth considering the number of participants in these interviews. All this is added up and multiplied by the cost of your hour of work and all the managers who are also involved in the process.
In total, we get an impressive amount that we could have initially overlooked. And if after all these calculations we add the lost profit and other unfulfilled tasks due to the absence of the manager, the amount will be several times larger. It remains only to imagine that the search attempts are repeated again and again, and the errors become not 1/10, but at least 4/10.
Unfortunately, not everyone pays attention to statistics, especially statistics of failures.
How to Prepare for a Director Search
Source: shutterstock.com
As you begin your search for a manager, use the recommendations below.
It is necessary to understand senegal email list what kind of manager you are looking for. If you are thinking about how to select a specific specialist, for example, you need to find a commercial director, then this still does not play an important role. Why? Because you must, in any case, imagine what kind of manager he is - the one that suits you, from the point of view of the following questions: with whom and how he will work. To do this, you need to create a team profile so that you have clear criteria with which the search for a manager will take place.
Next, you should make a list of professional competencies that the future manager should have. It is compiled based on the goals and objectives of your company and the role of the functional area for which the selection is carried out.
Look at the first two points. Compare them and create a profile. The main thing is to get a unified and clear picture. Consider the conflicts that may arise in the style of the future director and his skills and abilities. Everything should coincide or not interfere with each other.
Let's consider the situation: you need to find an operations director who will maintain the quality level within the company and build business processes. What kind of candidate do you need for this? Someone who is sufficiently attentive, active, able to structure, systematize and analyze. At the same time, he will be receptive to changes and effective in the tasks of establishing and maintaining business processes.
In other words, you need to create a profile that will focus on a person who is ready for change, flexibility and creativity. Also, in addition to searching for a manager, you should find a potential deputy within the company. That is, task after task arises. This should be an authoritative and people-oriented person who knows how to manage.
It is necessary to formulate the disadvantages of a potential manager. They are always and everywhere, the main thing is to see them and be able to work with them. The disadvantages of a manager are usually complemented by his team. So it is better to see them right away. If you are looking for a person without disadvantages, it is probably something fantastic or an ideal candidate.
It is important to understand that there are no perfect and flawless companies and candidates. There is only the right moment and the right candidate for that moment.
A truly suitable candidate is one who possesses the following qualities:
professional and cultural experience;
motivation;
maturity;
reflection of experience and the responsibility he is ready to take on.