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It is apparent that many companies are not adjusting to a new hiring reality – they are still using their old, “tried and true” interviewing methods and are losing out on the best candidates available.
Whether you already have a Board of Advisors (a board that does not have director-level or fiduciary responsibilities) or have yet to establish one, the effectiveness of this group is often dependent on what skills each Board member brings to the “table.”
Boards and owners need to be thinking in both short-term ways and those somewhat further out in time when it comes to CEO succession plans.
It hardly comes as a surprise that many corporations have completely shut down their recruiting and executive search activities in this highly volatile economic climate. And one can certainly understand their decision. However, this may be the very best time to re-think that position.
In our view, senior executives are frequently focused on the mistakes made by themselves and both direct and indirect reports.
“I always say this to the people I work with….finding stars should be difficult.” - When it comes to finding quality executives and talented senior managers in the executive search business, no truer words have been said.
