Arguably, one of the most important and equally challenging endeavors that HR departments face is recruiting. Positions of leadership can be particularly difficult to fill, especially when you’re hiring for roles in which you don’t have any direct experience. 

You know that the right leader can drive your team to success, foster a positive work environment, and help achieve long-term business goals. But you’re also aware that bringing in the wrong person can create a toxic culture that drives away top talent and compounds existing organizational challenges. 

On that note, below are three essential tips to help you find the right people for open leadership vacancies:

1.  Start With What You Know

You may not have any direct experience working in the position you’re actively seeking candidates for, but there’s no question that you know quite a bit about what it entails regardless of such. 

With that information in mind, take the time to define the role clearly. Don’t just write a job description; dive deep into the skills, experience, and personality traits that are essential for the position. 

Begin by considering what the role entails on a day-to-day basis, from general responsibilities to specific skills, while also identifying and prioritizing competencies relevant to the position. Leadership roles often require distinct abilities, like decision-making and project management, so focus your search on candidates who possess these critical skills.

Cultural fit represents another important aspect. You know what sort of personalities will fit into the existing culture, and you can also identify idiosyncrasies that may cause friction among your existing workforce. Use that knowledge to find a leader who amplifies everything great about your company’s culture. 

2. Use a Strategic Recruitment Process

Once you’ve developed a clear understanding of the role and the kind of individual you intend to fill it, create a strategic recruitment process. 

First and foremost, understand that you cannot rely on one channel. Using a mix of job boards and professional networks will ensure you are able to reach a wider pool of candidates. You can also tap into social media and connect with recruitment agencies to further broaden your search. 

Effective screening is critical to identifying the best candidates and refining your list of prospects, so use structured interviews and competency-based questions to assess candidates’ skills. Behavioral interview questions can help you understand how a person has handled situations in the past. 

You’ll also want to get stakeholders from throughout the organization involved in the recruitment process. Include at least one or two mid-level employees from the same department the candidate is applying for. They will be able to ask more pointed questions and offer unique insights into each applicant’s organizational fit. 

3. Focus on Development Potential 

You’ve undoubtedly heard the saying, “Leaders aren’t born; they are made.” Coach Vince Lombardi is credited with this timeless piece of wisdom, but like most famous quotes, the end of it often gets left out. The rest of his statement goes, “And they are made just like anything else, through hard work.” 

Just about any self-motivated individual can be transformed into a great leader with the right support and opportunities. With that in mind, it’s important to consider a candidate’s developmental potential. Ask yourself: Can you turn them into a leader who will contribute to your organization for years to come? 

Answering that question requires that you assess their learning agility, which refers to their ability to adapt to new situations and ingest new information quickly. Individuals with a greater capacity to learn have excellent odds of becoming long-term contributors to your business. 

You should also dig into each candidate’s motivation. If they want to put down roots within your company, they could be an excellent addition to your succession plan. Once you’ve hired the right person, provide them with growth opportunities and ongoing training. Invest in your top talent and give them a reason to stick around. 

Need Help Finding the Ideal Candidate? We’ve Got You Covered

AssetHR provides bespoke leadership development and recruiting solutions. We can help you identify, hire, and retain talented individuals and support business continuity. Connect with AssetHR today, and let’s chat about your talent management needs.

Posts that the posts are not intended to provide legal advice and that readers should consult with their attorneys on any matter covered in the article.