Be it investment manager or any other managerial position to be filled up, it is always a tricky because to attract and convert them you ned to hire a handful of them.
1. Advertise the role’s challenges — not just benefits.
When crafting a job description for an open leadership role, you may be tempted to highlight the positive selling points of a role to create the best possible first impression to potential candidates. Company positioning is important but finding the best candidate will require transparency into the challenges they will be inheriting once they start. Your ideal candidate will not be looking to step into a role where they will be complacent in their daily activities. In Hired’s recent job seeker study The Opportunity Index, it was reported that a large majority of job seekers are looking to join a team that matches their skills.
2. Consider promoting emerging internal leaders.
If you are looking for a leader to head up a team, consider promoting a current employee who already knows how your business functions. Internal mobility not only reduces ramp up time into a new a role but also sets a positive precedent for growth opportunities within your organization that others may be considering as they plan their career. By promoting from within, it creates opportunities for career growth that ultimately contribute to employee morale and help retain talent you have worked hard to attract.
3. Do not fixate on management experience (or lack thereof).
As you begin sourcing and deciding whether a person is a qualified candidate, look closely for someone who is displayed dedication to their work and has experience providing cross functional support. Strong signs of a leader include a high level of emotional intelligence, effective communication skills, a passion for solving problems that others may shy away from, and the ability to motivate & inspire their team towards results. With that said, during the interview process take time to ask thought provoking questions that reveal their approach and help you evaluate whether they are judgement aligns with your company’s values.
4. Expand your search beyond local talent.
Do not limit your search for a new manager to your local area. As you receive applicants for the available position, be sure to have open dialogue regarding their interest to relocate. A candidate that is prioritizing taking on the right opportunity will feel mutually motivated to invest in relocating to take on a challenge.
Besides if you do have any questions give me a call: https://clarity.fm/joy-brotonath