The Best Ways to Identify Senior Leaders
By Jeff Altman, The Big Game Hunter
LinkedIn offered how to define your expectations: “Before you start looking for candidates, you need to have a clear and realistic idea of what you expect from the role and the person who will fill it. You should create a detailed job description that outlines the main responsibilities, goals, and challenges of the position, as well as the required skills, qualifications, and competencies. You should also define the criteria and metrics that you will Before you start looking for candidates, you need to have a clear and realistic idea of what you expect from the role and the person who will fill it. use to measure the performance and impact of the role. Having a clear and consistent set of expectations will help you attract and screen candidates who match your needs and avoid wasting time on those who don’t.”
I added, “The posts I’ve skimmed offer good advice. Yet, what seems missing is how you will uniformly evaluate people to avoid the infusion of bias and maintain baseline objectivity. Once you narrow a field to those qualified, then you can extend your reach to see how people can inspire and/or motivate people from a leadership perspective, what team they want to bring in to facilitate their impact and more. Statistics show that within 18 months, most leaders are considered failure hires. Don’t get sloppy or allow yourself to be sucked in by their persuasiveness unless its for a sales leadership role. Focus on understanding how they delivered world class results for previous organizations, see who you know who knows them and not procrastinating.”
How Do You Find a Job When You Are Over 60?
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Over 60 and Job Hunting: 10 Ideas for You
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Over 50? Over 60? Job Hunting? Never Forget This
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Is It Possible to Find a Job When You Are Over 60
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