Recently, we discussed placing people into senior roles and how to do so successfully in the current challenging market.
Because it IS a challenge at the moment, no doubt about that, and any business in growth mode needs to seize the moment to ensure products and services are ready to respond to customer demands.
And for this, you need people. Committed staff who are skilled, keen, and available to support your growth plans. From entry-level staff to the board room, only people (and a few decent processes) can help you move forwards.
If it’s a senior hire you’re looking to place, and you’ve tried in the past – successfully or otherwise – you’ll appreciate it’s no walk in the park. Where do you find these gems? And when you do, how do you get them to the interview stage and beyond?
The good news is, if you read our previous blog, you’re likely a good way there already! You’ve planned, searched, and interviewed candidates and now have your new senior hire raring to go. Well, just about! There’s still the small matter of sealing the deal and, should they sign up, setting them on their way successfully.
Needing a hand with that, by the way? OK, then!
First stop: the OFFER!
So, firstly, let’s just take a moment to say congrats on finding the right cog for the machine to turn. It’s no easy task – we know! Now, you need to get said candidate over the line with a signed contract.
Compensation for the role has already been advertised, of course – or, at the very least, discussed in principle (most senior hires won’t entertain a role without some idea about the salary package!). Yet there could be a few components still to iron out once you have your potential senior hire on the hook.
They may have already specified the conditions on which they will take up the offer. If these are easy requests to meet, great! It’s when their demands are less-than-straightforward, you’ll need to get creative. If you can’t quite get to where they want on their annual package, you may need to consider a golden handshake in reverse as a one-off ‘welcome’ incentive, additional holidays, or benefits. You'll make it work if you’re super keen on the candidate.
Next up, onboarding
So, your new senior hire is happy with their offer and has signed their contract. Now, it's a quick 'hello!' on day one, a laptop and log-in, then 'toodles!'. Too easy!
If only. Just because your recruit has been around the traps before, you can't leave them to their own devices. Your senior hire still needs some serious support.
It's become clear in recent years just how much the onboarding process means to your retention rates, from basic hires to boardroom execs. Never mind days and weeks, the first few hours in a company are critical to showing someone new they made the right decision, with a fantastic team to work with and a company culture where they can flourish.
If possible, introduce your senior hire to everybody on their first day – even if it's virtually – and set your expectations for their ongoing visibility. Make sure they know who to contact with any questions, too. After all, there's nothing worse than feeling lost, even when you're a seasoned player.
Lastly… training and development
Yes, your new hire knows a thing or two about your business and sector and how to lead teams to success. Yet even with multiple decades of experience, their personal development matters.
Sure, they probably tick most (if not all) boxes required for the role – they are highly experienced, after all. How about the skills they don't have? Look closely, and you'll find a few for sure! Even if it's only a 'systems and processes' thing initially, make sure they are trained to use your tools effectively as soon as possible to help them hit the ground running.
In terms of their ongoing development, well, that's their call on how it looks. Be aware senior hires are more likely than any other level of hire to care about their development; they might already be thinking about what their next role with you looks like before signing up for this one! It's up to you to establish their long-term goals and set up a schedule to help facilitate them.
It’s all about making people feel good and helping them to give their best. Hopefully, our tips will help you do just that and see you surging forwards this year, despite the job climate.
If you’re hiring senior people in 2023 and want help from an experienced, personable team who gets recruiting done despite the market conditions, book an appointment with 121 today: call 01904 769142.