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What We Do:
Clients :
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10 Tips For Recruiting High
Flyers:
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Clearly
define the role - This can be very flexible, but needs to have
buy-in across your key internal stakeholders
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Specify
the candidate attributes you are Seeking - Not every role
needs a young high flier, take advice from experts if in doubt, to
avoid wasting time
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Define
the reporting structure - Even if they are going to be in a
resource pool for senior executives, they need to have a clear line manager
responsible for their day-to-day activity
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Position
the role within the company - Particularly important if the
role is a new one, or the individual has a different career background from
the norm. Think about whether anyone might be threatened, and proactively
manage the situation
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Be
flexible when interviewing - Young high fliers have a very
cross-functional skill-set; if they are not quite right for the position you
are looking to fill, bear them in mind for other roles across the
organisation
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Identify
Key performance indicators - The ability to make an impact on
an organisation is key to these young high fliers, how will you and they
know when they have been successful?
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Never
oversell
the role - Tempting though it might be in order to lure the
star candidate, overselling a role will only lead to disillusionment on both
sides and the candidate leaving to move to another more attractive position
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Provide
a career path - Most young high fliers don't expect to jump
ship every two years, they want variety and challenge. However, they are
looking to get that from moving to new roles within the same company every
two to three years
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Remember
the interview process is two-way - Introduce the
candidate to a range of different individuals that they will be working
with, ensure they have as much information as they need to make a decision
when they are offered the role
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Keep
candidates informed at all stages - Even in today's market,
more than 60% of young high fliers are getting multiple job offers, keep
them motivated and excited about their role by staying in close contact with
them. Move the process along as rapidly as possible
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Candidates:
Associates:
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