Four Tips To Attract Transformational Talent - November 16, 2017
If your company is embracing new technologies, building new divisions and generally running ahead of the pack, you likely need to hire people who possess the new skills required. These "transformational" employees may come from start-ups, vertical markets and other surprising sources.
Finding transformational talent when filling an executive position can be extremely difficult. A first-rate job description is key, especially for positions that have never existed within your company.
In this issue of Promotional Consultant Today, we share these four tips from MJS Executive Search on how to write a job description that attracts transformational talent.
1. Conduct an internal brief. Establishing the model of a particular position can be like commissioning a work of art. The process begins with a brief. An art connoisseur must be able to clearly communicate with an artist the thoughts and ideas on what is to be achieved through the art. There are various factors to consider such as the location of the work, the function of the piece, materials used, similar artwork of interest and budget. Much like an artist, an executive search firm or hiring manager must "paint" a job description in a way that encompasses all the wants, needs and desires of the position within the company.
2. Promote a strong company portfolio. Many candidates may overlook a position based upon the lack of company information included within the job description. Although candidates have many online resources at their disposal when researching a prospective company, make it easy for them by showcasing a company's reach, progress and goals. A top candidate will overlook a description that does not emphasize a company's progression. Bringing to light within the job description past successes, current accomplishments and future goals are all part of defining the positive momentum of a company's portfolio.
3. Clearly define the position. A clearly defined role must include the tasks required of the candidate. Organizing the objectives, responsibilities and qualifications can help avoid confusion before you begin a search, especially for positions that have never existed within your company. A description that clearly establishes the responsibilities of a position will compel unqualified applicants to move on.
4. Choose the appropriate qualifications. Qualifications are accomplishments and skills that establish the criteria for the type of applicant that is needed. Qualifications should only express the accomplishments and skills required of the candidate, rather than descriptions of similar positions in the field. For example, "A proven track record of providing leadership" is a qualification because it stresses an accomplishment (a proven track record) and a skill (leadership). On the other hand, "Human resource management experience" merely eliminates quality candidates that may not have held a similar role.
Source: MJS Executive Search is a boutique retained executive search firm that works on searches throughout the U.S. and Canada.