Mon. Mar 1st, 2021
When you are hiring an executive, it is likely that the position has expertise which doesn’t match yours. So, it is better if you get a crash course in that job. For instance, if you are trying to hire the Chief Marketing Officer for your company, you can get in touch with executives in your network who belong to the field of marketing. For people who work as chief marketing officer, head of sales and marketing or maybe CEOs who have hired for similar positions in the past.

When you are hiring an executive, it is likely that the position has expertise which doesn’t match yours. So, it is better if you get a crash course in that job. For instance, if you are trying to hire the Chief Marketing Officer for your company, you can get in touch with executives in your network who belong to the field of marketing. For people who work as chief marketing officer, head of sales and marketing or maybe CEOs who have hired for similar positions in the past. 

You should aim to get as much knowledge from them as possible. You can ask questions like:

  • What are the different types of marketing leaders out there?
  • Which CMO do you think is right for us in this specific phase?
  • What type of questions should I ask in the interview?
  • What strengths should I seek in the executives and what should I be willing to tolerate?
  • If I find the ideal candidate, how do I close the deal?
  • What matters most to CMOS?

When you are reaching out to different people in your network, you can ask them if they would like to join your company for this role. 

Choose the hiring committee

Decide who should assess the candidate. While it is mostly a lonely decision for the CEO to make the hire, all stakeholders including current executives and board of members give their input on the candidate. 

Craft a committee which should evaluate the executive. The committee can consist of members ranging from anywhere between 4-8 people. Don’t make an executive persona before involving the committee in the process. The ideal way to decide what you want in the executive is by involving the committee in creating the executive persona. 

List down specific competencies and strengths which are looking for in the candidate. When you are doing so, don’t forget to write down a few weaknesses or shortcomings you are willing to tolerate in the executive. You can never get a perfect executive for your company. Humans are imperfect. They make mistakes. So, don’t waste your time by focusing on strengths only.

Source Candidates

After you have made a compelling persona of what you need, it is time to get some good executives in the pipeline. There are many different ways in this process. For each of it, you need to keep the persona with you so you don’t ramble during the process and stay focused on what you want.Readmore

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