How to be a More Effective Leader When Hiring Talent

09/28/2017 01.51 EDT

Have you ever interviewed with someone and were convinced they never saw your resume? What kind of impression were you left with as a result?
How to be a More Effective Leader When Hiring Talent

As we continue to hire new talent, the competition is nipping at our heels. Given the increasingly competitive search environment, having a recruiting strategy in place before you need to hire a new team member is a critical step to attracting the talent you need.

When hiring new talent, the competition is nipping at our heels. It’s not uncommon now to speak with an executive who has received several offers simultaneously. Given the increasingly competitive search environment, having a recruiting strategy in place before you need to hire a new team member is a critical step to attracting the talent you need....

What Really Matters When Hiring a Leader?

05/29/2014 02.45 EDT

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This post originally ran on Modern Distribution Management.  To view it, click here.   Ask anyone who runs an enterprise of any size what he or she looks for when hiring a new leader and you will get plenty of different perspectives, insights, opinions and theories.   You may also hear the opinion that critical executive competencies differ widely from industry to industry.  On the surface, it makes sense.  It seems logical that the critical skills needed to successfully lead a $200 million private distribution company in the Midwest are different that those needed to be successful in a multi-billion-dollar financial services company in London.   Turns out that might not be true.   Our firm recently participated in a global survey that asked executives the world over what they considered the most desirable attributes for a senior executive in their organization.  We heard from 1,270 business leaders around the globe.  What we found surprised us.   First of all, there were very few differences in responses from different industry sectors.  Maybe more surprisingly, there was almost no correlation between desired attributes and the part of the world in which the respondent worked.   It turns out that by a margin of more than 2:1, the ability to motivate and inspire people is considered the single most important attribute for a senior executive.   After motivational ability, the senior executive traits most valued by organizations were: strong ability to manage change, ability to identify and develop talent, and innovative...