Alan Herrity | August 8, 2024
There’s a lot to think about when considering a new role.
This is particularly important if you are a senior leader charged with delivering a major transformation for the organisation you are about to join.
Common questions include:
- How much autonomy will you have?
- What is your accountability?
- How good (or bad) is the culture of the organisation?
- How much will you get paid, and how long will you stay?
But equally important when starting out is how much freedom will you have to build your team.
You need to understand how the organisation’s recruitment process is set up, as this will directly impact your ability to attract and retain top talent.
A slow and decrepit legacy recruitment process can hamstring the best intentions and doom your transformation plans from the get-go.
Outdated, slow, and cumbersome practices will hinder your ability to hire quickly, especially in a tight job market.
To fully understand the recruitment regime of the organisation you plan to join, consider these questions:
- Current Recruitment Process
- How does the organisation’s recruitment process operate?
- Is it adaptable enough to support the demands of the complex transformation you have been tasked with delivering?
2. Internal and External Resources
- Does the organisation rely only on internal resources, or does it engage external partners?
- Does it allow the use of specialist recruitment agencies to augment their hiring efforts and enhance access to niche skill sets?
3. Decision-Making Authority
- What autonomy will you have in shaping the recruitment strategy?
- Will you have the freedom to be able to use the best channels to get the best people you need?
Conclusion
Senior leaders embarking on transformative journeys should not underestimate the importance of recruiting the right people for the task ahead.
A good recruitment process can help you assemble the right team you need to achieve your transformational vision.
To find out more, email Alan Herrity, Director, Momentum Search and Selection.
