At some point, an employee can clearly see their next level of promotion or growth, but be unsure how to get there. An invisible barrier seems to stop them from advancing. It may be their own lack of confidence, they may need some guidance or additional training or they may not have the leadership skills they need to advance.
As you source and hire for the best possible talent, how can you find candidates who are capable of pushing past real or perceived obstacles and reaching their goals? Because remember, their growth is your growth.
Who Succeeds in Your Organization?
Identify the key competencies – the skills and attributes – of people in your organization’s upper levels. These often are closely tied to your corporate culture and vision. To succeed in hiring, cultural alignment between your organization and the candidate is essential.
- Understand what sets your company and its leaders apart. This is the first step toward hiring and succession planning for future leadership roles.
- Your goals, mission and vision must be consistent with those of the candidate. For instance, if you value innovation, you’ll be more likely to hire and promote individuals who are outgoing, risk takers, and not afraid to be candid and tell it like it is. If your culture is more conservative, you’ll need analytical thinkers with a reputation for making careful, calculated decisions. Both are good – they’re just different.
Look for Communication and Leadership Skills
Leadership and communication are two universal competencies for successful career growth. If a candidate asks what it will take for them to grow within your organization, take it as a good sign that they are willing to do the work it takes to reach their professional goals.
Related attributes to spot check in your prospective hires include:
- Teamwork and relationship building.
- High potential and clear career goals.
- Respect for the expertise and prospective of others.
- A natural ability to champion themselves and their accomplishments without bragging or coming across as self-centered or arrogant.
Find out if a candidate has:
- Raised their visibility and showcased their knowledge by writing articles or blogs, serving on high-profile boards, having their name submitted for awards, or seeking out speaking opportunities.
- Stayed active in industry and professional associations by participating on committees and seeking out leadership roles.
- Showed an understanding of the importance of identity and culture in the workplace. Related attributes generally include self-awareness, self-confidence, trust, and belief in their own abilities.
Clients who seek outstanding candidates are a specialty area for the professional recruiters at Talent Bridge. Ask us how we can assist you with your related hiring decisions and strategy. Read our related posts or contact us today.