13 Vital Lessons to Learn About Hiring for a Senior-Level Position

The future of your business depends on finding the best candidates for senior positions. Making the right decision can make the difference between success and failure for your company, but it is not always easy to find the best fit to lead your company to the next stage.

To help fellow leaders recruit for high-level positions, members of the Young Entrepreneur Council (YEC) considered the following question:

“What has been the best recruitment lesson you have learned about hiring for a senior position at your company so far? What impact will this lesson have on your future recruitment efforts?”

This is what they learned during their business trips.



1. Find someone who does a really great job

“When it comes to hiring, the best lesson I’ve learned is that it’s best to find people who are already doing an excellent job in another organization and start building a relationship. Take the time to acknowledge their frustrations in their current role, and determine how your company can provide a better professional fit if There was a common interest.” ~ Richard Fung, PageKits.com

2. Recruiting from within

“Within our organization we have always hired top-level talent. We try to promote hard first because existing employees know our culture and expectations. This takes time and planning, though. You have to constantly hire, train and give young employees experience.” ~ Peter Boyd, PaperStreet Web Design

3. Conducting multiple interviews

“When hiring for a senior position in your company, I suggest multiple interviews. If you are going to put someone in a vital place on your team, you need to make sure they are a good fit for the job. I don’t think one interview is enough to make this assessment. Before we hire someone for one of these. roles, we usually do three to four interviews.” ~Chris Kristof, MonsterInsights

4. Formulate a position that suits them

“Experienced candidates may not fit into the position you are applying for a full 100%, but if they have a great culture that matches the aspirations that can move your company forward, it is often worth being flexible and creating a position that works for them.” ~ Daria Gonzalez, Underdogs

5. Prioritizing values

“You need to dig deeper into their values. When hiring for a key position, you don’t need to do it as much, but for senior positions, these values ​​will have a huge impact on your organization. We have made much better appointments as a result of this lesson on senior positions.” ~ Andrew Shrage, Money Crashers Personal Finance

6. Find out what they are looking for

“Preparation goes a long way. It’s important to make sure you know what this person is looking for in a role — and that you’ll find out the answer early in the discussion. Set a plan for expansion and work on it quickly. This way, you’re showing that person that you value what they bring to the table. So much that you are willing to tailor the role to suit his needs.” ~ Tyler Coyle, Jester

7. Prepare the main questions

“If you are looking for someone to fill a senior position at your company, I recommend making a list of key questions you expect the applicant to understand before taking the job. For example, you might ask potential employees to explain the key challenges of the job and how they will overcome these problems along the way. “. ~John Brackett, Smash Balloon LLC

8. Pair industry knowledge with computer skills

“One of the most important hiring lessons I’ve learned is hiring someone with industry knowledge and computer skills. Yes, you want to hire someone who knows the industry well; however, if they can’t apply a particular skill set quickly, your company may suffer. If someone doesn’t have computer skills, occasion, for example, it is difficult to keep things organized and efficient.” ~ Shu Saito, The Reality of a Retriever

9. Considering the candidates’ trial

“Trial candidates for top positions before you commit. You can hire them on a consulting basis to begin with. In that time, you can see if you’re blown away. You’ll have a better idea of ​​whether they are a good fit or not if you give them a try. At Bounce, this lesson has allowed us to attract Really great people walked through the door with a high level of confidence.” ~ Cody Candy, bounce

10. Long-term employment

“When hiring for a senior position in the company, I try to find candidates who have a long-term future in the company. They have to be flexible and adaptable enough to fit the company’s future vision rather than just meeting the needs of the hour.” ~Josh Colbach, Wholesale Suite

11. Focus on personality traits

“While appointing to a senior position, I focus on the personal traits of individuals. I think it is important for our employees to communicate with each other and fit well with the company culture. This is only possible when you have a personality that allows you to act in this way.” ~ Thomas Griffin, OptinMonster

12. Look for experience

“Culture and experience are essential when hiring for a senior position in your company. You need someone who understands how things must work in order to be successful, someone who has gone through the ups and downs at work and someone who is loyal and understanding the overall vision. This ensures that the culture you have worked so hard for is preserved as you move forward. forward and goals stay on track.” ~Blair Thomas, eMerchantBroker

13. Getting to know the candidates ahead of time

“I believe in knowing people for a while before partnering with them or hiring them in senior positions. It has paid off amazingly so far. When you spend a year interacting with someone, you will know if your goals are aligned and if your work patterns are similar. You will not find that It is not only easy to work with these people, but it will be a pleasure. Not to mention, you will notice the growth of your business as well.” ~ Syed Balkhi, WPBeginner

Photo: Depositphotos


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