How to hire the right man­ager

The Peterborough Evening Telegraph - - Business -

The pin­na­cle of any em­ployer’s re­cruit­ment goals is to have a strong, skilled team where each in­di­vid­ual em­braces the or­gan­i­sa­tion’s val­ues.

Cen­tral to achiev­ing that ob­jec­tive is hir­ing the right man­agers.

What­ever the size of the team re­port­ing into them, man­agers are of­ten looked upon to re­in­force the or­gan­i­sa­tion’s val­ues, of­fer sup­port, guid­ance and lead their team to achieve their goals.

These re­spon­si­bil­i­ties, for many or­gan­i­sa­tions, are also syn­ony­mous with lead­er­ship. And great lead­ers for your busi­ness can of­ten be hard to come by.

So, what can you do to at­tract high cal­i­bre man­agers, who can lead as well as man­age pro­cesses and op­er­a­tions?

The first step is to be con­fi­dent in what your or­gan­i­sa­tion’s val­ues are. Create a guid­ing prin­ci­ples doc­u­ment that out­lines the cul­ture of your or­gan­i­sa­tion, from what makes your or­gan­i­sa­tion suc­cess­ful through to the at- ti­tudes your em­ploy­ees em­brace.

With this doc­u­ment in mind, you have the foun­da­tion for hir­ing a new man­ager that fits with your or­gan­i­sa­tion.

En­sure your re­cruit­ment agency fully un­der­stands your or­gan­i­sa­tion’s val­ues and can con­fi­dently com­mu­ni­cate them to po­ten­tial can­di­dates. Any­one re­cruit­ing for your new man­agers should be real brand ad­vo­cates, giv­ing can­di­dates a flavour of what they can ex­pect from your or­gan­i­sa­tion from the very first steps in their job search.

When you be­gin the re­cruit­ment process make sure you are clear on what per­son­al­ity traits and qual­i­ties you re­quire for each spe­cific man­age­rial role.

Con­sider the team they will be lead­ing – what sort of in­di­vid­ual will work well with them? Will this man­ager need to be a prob­lem solver, a great mo­ti­va­tor, and a de­ci­sion maker?

If pos­si­ble, ask those who have pre­vi­ously worked in the role for any­thing they found par­tic­u­larly chal­leng­ing as a man­ager. Keep this feed­back in mind and base in­ter­view ques­tions around them to un­der­stand more about how po­ten­tial can­di­dates would cope in those sce­nar­ios.

Avoid gen­er­al­is­ing what you re­quire from man­agers across your or­gan­i­sa­tion.

Although you will want man­agers to em­brace your com­pany’ s val­ues in each depart­ment, they will face dif­fer­ent chal­lenges and be work­ing with dif­fer­ent teams.

Fi­nally, great man­agers are of­ten great lead­ers. It’s not­nec­es­sar­ily about lim­it­ing your can­di­date search to in­di­vid­u­als with the right sec­tor ex­pe­ri­ence but it’s also about look­ing for those who have a track record of lead­ing teams, in­flu­enc­ing oth­ers, ac­cept­ing crit­i­cism in apos­i­tive man­ner and, per­haps most im­por­tantly, who you can imag­ine be­ing a part of your or­gan­i­sa­tion.

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