A truly suitable candidate is one who possesses the following qualities:
Posted: Sun Jan 19, 2025 4:58 am
professional and cultural experience;
motivation;
maturity;
reflection of experience and the responsibility he is ready to take on.
This also includes helicopter view – the level of view formed at the moment.
The following factors concerning self employed data package the company itself also form the candidate profile. The company moment – industry culture, company size – it is important that the candidate has an idea of the scale of the organization and knows how to work in it (a candidate from a large company will feel uncomfortable in a small one, and vice versa), the stage of the company's development (growth, startup, stabilization), the culture of the organization and its values. All this determines whether the potential manager will suit you, whether he will be effective or vice versa.
Conduct an analysis of the company's team - perhaps there is no need to look for new candidates, because the ideal potential director already exists in the organization, but you simply did not pay attention to him. If such an employee really does exist, then this may pose a threat to the potential manager and become a serious factor in his failure. All because another promising internal employee may initially show passive aggression, and over time, completely disappear - his lack of motivation can become an active destroyer of the work process.
As a rule, they hire for hard skills, fire for soft skills. The candidate comes to the company - leaves the manager. Pay attention to points 1-3 and conduct a high-quality study on them.
When there is a clear understanding of what kind of employee is required, the process is transformed from complex and drawn-out into interesting and simple. Give the candidate a tour – introduce him to the company. Do not forget that it is not only you who choose a potential director, but he who chooses you. In the market of professionals, there is only mutual interest or its absence. There is no market of candidates and no market of employers.
But all the above points are initial recommendations on the path of HR. Here it is necessary to take into account that a new manager is always certain changes in an existing, well-established system. It is important to consider that any, even the most insignificant change in a well-established system will entail changes of a more specific nature, namely: a change in the work of all company participants.
And it is important to consider that the most interesting and significant changes will occur not at the stage of forming a profile or conducting a search with subsequent selection, but at the stage of adaptation of the selected employee. We will talk about this in the next part.
Download a free selection of tools for calculating KPIs and increasing marketing metrics
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you 6 of the most valuable documents that we have developed for our clients.
Download for free and implement today:
Step-by-step guide to creating marketing KPIs
Template for calculating KPIs for a marketer
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
How to make KPI for the sales department so that profits grow by 20% or more?
Step-by-step template for calculating KPIs for OP managers
Checklist of 12 main indicators for website promotion
Find out what metrics are needed to properly optimize your website
40 Services for Working with Blog Content
We have collected the best services for working with content
How to define your target audience without mistakes?
A proven guide to defining a company's target audience
Download the collection for free
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doc 3.4 mb
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motivation;
maturity;
reflection of experience and the responsibility he is ready to take on.
This also includes helicopter view – the level of view formed at the moment.
The following factors concerning self employed data package the company itself also form the candidate profile. The company moment – industry culture, company size – it is important that the candidate has an idea of the scale of the organization and knows how to work in it (a candidate from a large company will feel uncomfortable in a small one, and vice versa), the stage of the company's development (growth, startup, stabilization), the culture of the organization and its values. All this determines whether the potential manager will suit you, whether he will be effective or vice versa.
Conduct an analysis of the company's team - perhaps there is no need to look for new candidates, because the ideal potential director already exists in the organization, but you simply did not pay attention to him. If such an employee really does exist, then this may pose a threat to the potential manager and become a serious factor in his failure. All because another promising internal employee may initially show passive aggression, and over time, completely disappear - his lack of motivation can become an active destroyer of the work process.
As a rule, they hire for hard skills, fire for soft skills. The candidate comes to the company - leaves the manager. Pay attention to points 1-3 and conduct a high-quality study on them.
When there is a clear understanding of what kind of employee is required, the process is transformed from complex and drawn-out into interesting and simple. Give the candidate a tour – introduce him to the company. Do not forget that it is not only you who choose a potential director, but he who chooses you. In the market of professionals, there is only mutual interest or its absence. There is no market of candidates and no market of employers.
But all the above points are initial recommendations on the path of HR. Here it is necessary to take into account that a new manager is always certain changes in an existing, well-established system. It is important to consider that any, even the most insignificant change in a well-established system will entail changes of a more specific nature, namely: a change in the work of all company participants.
And it is important to consider that the most interesting and significant changes will occur not at the stage of forming a profile or conducting a search with subsequent selection, but at the stage of adaptation of the selected employee. We will talk about this in the next part.
Download a free selection of tools for calculating KPIs and increasing marketing metrics
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you 6 of the most valuable documents that we have developed for our clients.
Download for free and implement today:
Step-by-step guide to creating marketing KPIs
Template for calculating KPIs for a marketer
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
How to make KPI for the sales department so that profits grow by 20% or more?
Step-by-step template for calculating KPIs for OP managers
Checklist of 12 main indicators for website promotion
Find out what metrics are needed to properly optimize your website
40 Services for Working with Blog Content
We have collected the best services for working with content
How to define your target audience without mistakes?
A proven guide to defining a company's target audience
Download the collection for free
pdf 8.3 mb
doc 3.4 mb
Already downloaded