The hiring process is much like a game of chess. Each candidate has a unique set of attributes, and the team they integrate with can either strengthen or weaken these skills.
That’s why, when evaluating a potential hire, consider how they’ll fit into the current dynamic of the institution. Ask yourself:
Analyzing these areas, among others, ensures you’re hiring not only the best candidate but the best candidate for your company.
Here are three tips we recommend to help you build an incredible C-Suite team:
Prioritize Department Needs- Consider the areas of your company requiring the most development and improvement. Seek out candidates to fit that niche and can bring growth where needed. Not all potential hires will have prior leadership experience, and that's ok. Look for their willingness to learn from past successes (and failures). You can train on products and processes, but soft skills are intangible traits unable to be taught. Tap into hidden talents—bringing them to light makes a good company great.
Represent What You Seek- Remember, the candidate isn’t the only one competing here. When vetting the best of the best, each company needs to show what makes them a top place of employment, too.
The surest way is to fully embody the mission of your company. Many vision statements look stellar on paper but fall flat in reality, resulting from poor communication and implementation. This inconsistency leads to stagnation and other avoidable issues. A strong team lives and breathes what it seeks to become, making core values a part of daily work habits. If everyone is on the same page, the company climate and culture will be cohesive, inspiring, and desirable for the ideal C-Suite candidate.
Promote Multidimensional Thinking- Far too often, even the best in the business become “stuck” in a role. Sure, it's easy to maintain a specific skill set without navigating between different divisions. But any successful C-Suite knows the value of being well-versed in all departments of a company. And that’s what makes multidimensional thinking so important.
If you find a candidate who’s creative, thinks critically, and takes strategic action, you’ve got quite the trifecta. These leaders are quick on their feet but can also analyze deeper than many of their counterparts. Do not let them go! Multidimensional thinkers are hard to find but will be an asset to the business.
The interview process is necessary yet superficial. It’s hard to accurately evaluate a new hire until they’re well vested in the company. And sometimes, unpredictable issues arise. As Warren Buffet said, “In the business world, the rear-view mirror is always clearer than the windshield.” But if you plan smart and think ahead, you can avoid some of the hurdles that come with hiring for the C-Suite.
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