Make it clear, make it real

Make it clear, make it real

Market challenges increasingly require new vacancies arise in companies to perform each role requires special skills and one of those important positions is to become a C Level Executive.

Remember that a C-level position is also called the C-suite, this is a high-ranking executive titles within an organization. C, in this context, stands for chief. Consider that officers who hold C-level positions are typically considered the most powerful and influential members of an organization; consequently, they make higher-stakes decisions, their workload is more demanding, and they have relatively high salaries.

Some good tricks at hiring a C Level Executive

What abilities should young would-be executives focus on developing as they choose companies, functions, and jobs? And what skills should working executives hone as they strive to reach the next level? Different times and different circumstances call for different leadership skills. So when it comes to managing your own career, how do you prepare yourself to move up?

But, If the time has come to admit you can’t do it all, this guide can help you figure out just who you need on your executive team, where to find them and how to hire them. It is critical to understand that one person can not do all the tasks in the company, that is why you should be smart and build your management team.

One strikingly consistent finding: Once people reach the C-suite, technical and functional expertise matters less than leadership skills and a strong grasp of business fundamentals. Chief information officers need to know how to create business models; chief financial officers, how to develop risk management strategies; chief human resource officers, how to design a succession plan and a talent structure that will provide a competitive edge. In other words, the skills that help you climb to the top won’t suffice once you get there.

Building your team demands matching jobs to people’s strengths. That means giving people responsibilities according to skill level, not based on how close a friend they are, or how closely related they are to you, or whether you just like their sunny personality. That includes you as well. Please, don’t give yourself an impressive title and job unless you’re right for the job. The fact is, many smart entrepreneurs hire their own boss when they realize their skills lie elsewhere in the company.

Image courtesy of unsplash.com at pexels.com
Image courtesy of unsplash.com at pexels.com

Here are some recommendations that will help in the case of recruiting senior staff for your company:

Take a good look on what’s in their resume

Yes, it is important what the resume say. If you take a good look it facilitates the development of your questions during the interview.  On the one hand are the achievements, but just to be clear: always are more valuable their skills as part of a team to work. Intelligence, cultural fit, and an ability to work with the team are the most important factors that you should consider when interviewing C-level talent. Don’t be dazzled by their accomplishments. A resume should be one of the last items that you look at.

Ease the transition

Integrating a C-level executive into an established corporate culture takes time and ongoing responsiveness. Create phases of transition for the executive to move into the role at a comfortable pace. Make yourself available to offer moral support and strategic guidance. Remember, everything requires time, the development of a process. The successful integration of a C Level Executive is directly related to the adaptation time and optimal training this person has within your company.

Keep it clear on your mind: Success is subjective

Before you launch into the hiring process for C-level talent, make sure you articulate the metrics of success for the position. These benchmarks will help inform the candidates that you screen and the questions that you ask in the interview process. Ultimately, knowing the key success metrics will help the executive as well; they can better evaluate the job fit and will be more likely to succeed. Having clear goals for the position facilitates the measurement of success, also decision making to achieve the best results. With clear ideas clearly they achieve the goals.

Please, check their references

Remember that executives will set the tone for the company. Don’t underestimate the recommendations given by references and be sure to actually check references. These are people that have worked next to the C-level candidate and can often shed light on important personality traits like how they respond to stress or friction in the workplace. Ask the provided references for additional referrals. Knowing the performance of a candidate through the voice of others can be very helpful, mostly because it provides clarities, it also makes more realistic the expectations and allows performance to be transparent.

And when it comes time to sit down with your potential C-suite candidate, there are a few things to know that will make your job a little easier:

  • Use behavior description interviewing techniques
  • Make sure your candidate really knows the job
  • Look for evidence of learning ability
  • Interview for chemistry
  • Talk to people from your candidate’s former company
  • Always hire really smart people

Take a look at this article to learn about the best strategies to sell an idea to c-level executives.

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