How To Talk About Organizational Leadership With Candidates

How To Talk About Organizational Leadership With CandidatesAs you interview job candidates, youll need to hit on hot button issues they inevitably want to know more about. Things like salary, the kinds of clients you work with, upcoming projects, and job expectations need to be discussed to ensure that everyone is on the same page. However, potential new hires will also have questions about the kinds of people leading your organization.Remember, as much as youre weighing whether a job candidate would be a good fit for your geschftliches miteinander, ansicht professionals are also analyzing whether your organization would mesh well with their own values and preferences. The kind of leadership that exists within a business plays a large role in that choice. Heres how to effectively talk about your organizational leadership in a way that makes sense to job candidatesHighlight the vision and values of leadershipMany professionals involved with hiring know the importance of painting a com panys vision and values clearly to a would-be new employee. They want this individual to get a sense of what working for this business is all about. How do new ideas get developed? How are projects tackled? What is the energy within the office like? While all of this is an essential part of the interviewing process, sometimes people forget to go even further. Beyond talking about what the company stands for, dig deeper and touch on what the managers within that business are like, as they directly contribute to company culture. Do they value new ideas? How about constructive criticism? Do they like to promote from within? What kind of review process do they have in place for their employees when it comes to raises and feedback? The kind of manager you work for contributes significantly to an employees experience, so make sure to give an accurate and honest assessment of what top organizational leadership is like.Give real examples about how they communicateEven if this individual isn t on the payroll yet, you can be certain that theyll appreciate some insight into how their potential manager communicates. Do they send a barrage of emails at 5 a.m. when they get up to swim laps before the workday begins? If so, do they expect an instant response from their team at this hour, or is a reply at a more reasonable time acceptable? Is their manager respectful about leid texting or emailing in the evening once everyone has gone home? What kind of attitude have they adopted toward employee vacations? Do they still expect team members to be reachable, or are they more of the mindset that they should have a good time, unwind, and relax? Be honest when discussing this topic, because this can often influence someones final decision about whether this business would be a good fit for them. Even if it turns out the managers viewpoint on work is too out of sync with the candidates own, its better to know before you make an offer, get this rolle trained, and then 90 days in have to find someone new to fill their role when they quit.Give some insight and background into their personalitiesBeyond just communication style, job candidates can benefit from learning about their potential managers on a human level, too. Is Manager A an extrovert who can chat with anyone or is she more of an introverted schriftart who prefers one-on-one discussions? Perhaps Manager B is a highly regimented individual who appreciates receiving meeting notes in advance, or maybe hes a more go-with-the-flow type who prefers to let everyone brainstorm as a group and doesnt want a strict schedule to stifle things. This background information helps to paint a clear picture of what day-to-day office life would be like for a new employee. You dont need to start talking about how many children or dogs the manager has has or whether they spend their free time on the golf course or volunteering, but taking a few minutes to reflect on the type of professional they are is valuable.Illustrate t he kinds of people who have had success in the pastJust because a certain type of person has succeeded within this organization in the past, doesnt mean that type of individual will succeed in the future. Theres always room for different personality types within a business. In fact, diversity is important for growth. However, understanding trends can help recruiters and hiring managers predict to some degree of accuracy whether this kind of employee will be successful in the future.Tell jobseekers about employee success stories so theyll know if they can do the same.Click To TweetWhile a recruiter or other hiring personnel can do their best to give a potential employee specific insight about what a manager and an office are like, leadership can and should be directly involved in the process. When managers step in and take an active role in the hiring process, theyre able to offer candidates a three-dimensional look at office life. Rather than having to take a recruiters word for it or trust the information they read on a website, the job seeker is able to get a sense of what their boss would be like, should they accept a position. If youre a manager looking to become more involved in the hiring process, here are some easy steps to takeRecord a short video introduction that greets candidates as they go through the interview processEven if its not feasible to attend each and every interview your hiring manager goes through, you can make an impression on potential hires. Record a short video introducing yourself to the candidate, including a few facts about yourself and why you love working for the company. The piece doesnt have to be long to make an impression. Even just a minute or two is enough to be impactful.Be involved in the processThe hiring process is time consuming, but getting involved in any way you can will pay dividends when it comes to finding an employee who is actually a good fit for your business. Make it a point to sit in on interviews when app ropriate. While you may not find it necessary to be present for the earliest vetting sessions, being around for later interviews allows you to weigh in on whether you believe this person would be a good fit for your team.If a candidate is getting a tour of the office, say hello, and field any questions they may have. If your hiring manager is doing video interviews, make it a point to watch several of these pre-recorded replies from potential new hires so you can get a sense of the kind of people who may be joining your staff. Add a human element to your websiteCompany websites are more important than ever before when it comes time to fill an open role. Candidates look at these sites for information about the job, as well as a sense of what this business is all about. Does the company appear to be fun and creative? Professional and buttoned-up? Somewhere in between? While theyre combing through the site for details on the position and where to submit materials to apply, they might a lso be looking for some clues about the kinds of people they would be working alongside. To paint this picture even more clearly, many businesses rely on a separate section that details the companys management professionals. This section can include either candid photographs or headshots of the managers, as well as short bios about these people. Depending on the kind of company, you might also consider adding a few fun, irreverent questions to give an even better look at who this individual is.Use your website to show the human side of company leadership. recruitingtipsClick To TweetBusinesses need to be held accountable when it comes to analyzing their top leadership, and how these individuals impact the hiring process. The way managers interface with employees directly impacts turnover rates and recruiting abilities, as well as the ability to nab word-of-mouth referrals from current team members. Therefore, its essential that these individuals are representing the company in the b est possible way. Here are some ways businesses can ensure their managers are aiding with recruiting efforts properlyPut a process into place to review leaders regularlyIn order to talk accurately about your organizational leadership, you need to have an up-to-date, non-biased opinion on what these management professionals are all about. When youre all working together for years on end, it can be easy to get so acclimated to someones leadership style that you dont realize when problems begin to develop. Someone may begin abusing their power within the company or may stop taking their role as seriously as they need to, but the shift happens over such a long period of time that its almost indistinguishable to long-time colleagues. To prevent this from happening, youll need a system of checks and balances to keep you aware of changes. Asking each leader to periodically go through a review process ensures the brands management is always making the best possible decisions for the company . You can feel certain that year in and year out, these individuals are making the organization a great place for both veteran and new employees to work.Employ self-analysis techniquesEach employee within the business, regardless of their level, should also be encouraged to partake in regular self-analysis in order to ensure that theyre contributing positively to that organization. Those who dont regularly stop and reflect on what theyre doing well and where they can improve will eventually stall out. This lack of enthusiasm can spread to new hires, creating a toxic environment for everyone involved. Whether this time for self-analysis is designated by management or simply encouraged on ones own timetable, its an important part of making sure the business continues to evolve.Consider the use of personality testsUnderstanding what kinds of people typically succeed within your business is an important part of hiring successfully in the future. Its great to say, We usually do well with extroverted people or We look for creative types, but in reality, it also helps to go deeper than that. Many hiring professionals find value in exploring the personality types of both current employees and potential new hires. Instead of just guessing what kinds of people you have working for you, learn a little more about these individuals. How do they work in groups? How do they communicate? How do they process information? Use this information to inform your hiring process, ensuring that youre building a team that will remain diverse yet cohesive.Use personality tests so you know what type of talent produces the best results. recruitmentClick To TweetWhile it may seem as if a job interview is all about salary, benefits, and a discussion about the kinds of project that business handles, in reality, discussing the leadership found within that organization is an essential part of the dialogue, too. Professionals are heavily invested in the notion of company culture today, so they w ant to know who theyre going to work for and what it will be like when they arrive on their first day. Giving them this description, free of sugarcoating or dramatizing, allows them to evaluate whether the organization appears to be a good fit for them. Just as youre analyzing their fit, theyre analyzing whether their values align with what your business offers, so providing as much information as possible is crucial. What are some other points about organizational leadership do you need to discuss with candidates? Share in the comments below