I wrote this article nearly 3 years ago filled with lots of frustration at how little investment companies are willing to make in a robust recruitment process. 3 years on and I don't feel like a lot has changed. Far too many companies are still not doing the basics properly and sitting down with the key stakeholders to really understand what role they want to recruit nor the behaviours, competencies and experience they need to accelerate the performance of their business now and in the future.
I see it as a simple process and to succeed all you need to do is read on.....!!
Through my 16 year journey as an Executive Headhunter, I never fail to be surprised and possibly even depressed at the short-term view companies of all sizes have in “filling a vacancy” as quickly as they possibly can. Whether they be global blue-chips or small independents, the all too common mind-set appears to be that the longer a senior vacancy remains open, the more the rot will set in and declining performance will follow. Armed with this thought, HR professionals or Line Managers are tasked with finding candidates to fill the role as quickly as they possibly can. Sadly, too few companies give themselves space and an opportunity to draw breath and invest time to review the role thoroughly, where it sits within their overall strategy and how it could add even more value if changed or tweaked.