New year, new job: Tips for businesses looking to hire
With thousands searching out a new job to start the New Year, Leyla Tindall, director of Tindall Perry, discusses the key aspects businesses should consider when looking to hire at board level.
As we enter a New Year, people have been making resolutions up and down the country. Among the millions promising to get fit or eat more healthily, many will also be looking for a new job to challenge themselves. With this in mind, it is important for businesses to be clear on what they are looking for when facing the challenges of hiring at board level.
Firstly, integration is key. This is important when recruiting for any role; however, with board level positions this takes on an extra significance. With the new arrival expected to be involved in key decisions and the day-to-day running of the company, businesses must look for someone that employees will not only respect, but also be able to relate to. This is especially critical for SMEs, as hiring the wrong board member could result in a considerable dip in productivity.
However, this does not mean that a new hire cannot challenge the horizons of your business. While integration is important, companies looking to hire should not simply stick to the safe option. A board full of like-minded people would be incredibly restrictive, resulting in missed opportunities. Having a range of views at the highest level is essential to maximise the potential of any business, as it ensures that all avenues will be considered.
As well as integration, you should always look to provide a clear long-term strategy when looking to hire. With strategy playing such a key role in any business, it is crucial that any new board member understands the key values and objectives, as those that embrace the vision will almost certainly be the ones most capable of leading the company forward.
Finally, it is worth noting that some skills are transferrable, for example financial and mergers and acquisitions experience. Candidates with relevant business skills, but without exacting sector knowledge should not be discounted off-hand. Companies need to keep an open mind and consider candidates from sectors different to their own.
As the economy continues to gain momentum, so too have the number of vacancies. This has led to a shortage of candidates in certain sectors, namely construction, recruitment and services. As a result, we have seen an increased number of board level candidates successfully change sector.
The first quarter of 2015 will prove an interesting month for recruitment at all levels; businesses must be prepared to move quickly to secure their favoured candidates and take advantage of the ‘New Year, new job’ talent pool.
