RECRUITMENT OF MANAGERS / SENIOR EXECUTIVES
Our firm specialises primarily in the recruitment of Executive Search and Top Management profiles.
These are highly sought after profiles, and with good reason, they are present in all structures. But they are also rare in the sense that the supply of skilled and competent managers is less than market demand.
Discover our approach to ensure the recruitment of your managers.
WHO ARE MANAGERS AND EXECUTIVES?
Managers and executives are essential elements in the operation of a company. They are the ones who take responsibility for the team and the departments, they are the interface between top management and the teams.
These profiles generally have many years of experience. They have been part of teams where they have demonstrated their soft skills and abilities to serve a company’s cause. Moreover, they listen to the human being behind the employee. Managers from outside your company have experience from their professional background elsewhere and can bring about renewal for your business.
In any case, good managers are rare. All the more so because every activity within a company does not require the same technical knowledge or the same soft skills.
That is why their recruitment is particularly strategic and complex at the same time.
HOW DO YOU RECRUIT GOOD MANAGERS AND EXECUTIVES?
There are several ways to recruit good managers, but they involve asking the right questions. ProEvolution offers a complete procedure for managing this type of recruitment.
AUDITING MANAGER RECRUITMENT NEEDS
Firstly, you need to know how to audit your own needs. How is your structure organised and how will the manager be positioned? What teams will he/she manage and what will his/her duties be? Who will be their direct manager and which goals and performance indicators can be used to judge whether the results are being achieved? What will the priority worksites and challenges be in your business context?
JOB DESCRIPTION
Then it is a question of defining the job description correctly! It must include details of the duties, information on the team, on the company and the necessary qualities, etc.
JOB ADVERTISEMENT
This job description can then be adapted to create a job advertisement, to be posted on the appropriate websites. Please note that these sites may vary depending on the job type or region.
However, for strategic and/or confidential positions, we recommend the methodology of a direct approach.
EXECUTIVE SEARCH
Our experience of more than 30 years in recruiting executive and manager profiles has shown us that the direct approach or head hunting, is one of the best ways to find a good profile. Of course, this approach involves tools and know-how, which we have in particular for this type of profile.
The direct approach is all the more appropriate in a recruitment process requiring high confidentiality. For example for a secret strategic project, replacement of a still undisclosed position, State secret or business data.
In this case, the recruiting headhunter should be able to target their profiles well and be able to give the right level of information to attract the hunted candidate without disclosing confidential information at this stage of the process.
CO-OPTION
The statistics have also highlighted the importance of co-option today in the recruitment of managers. That is why ProEvolution relies on networks of leaders who are themselves a strong pool of qualified candidates.
INTERNAL EVOLUTION
Sometimes your future manager is simply already in-house, he or she just needs guidance or coaching to take on more responsibility and progress toward the position of manager. Indeed, they have the advantage of already knowing the company and the teams, and it is also a recommended way to retain good staff and to polish your employer brand.
PROFILE QUALIFICATION
In any case, among the candidates you may have from all sources combined, it is essential to qualify them and assess their know-how, but especially their people skills. This is why the ProEvolution recruiters assess candidates during pre-qualification interviews and on-site interviews.
We are also equipped with evaluation and assessment tools for managers. We use these tools equally to assess their skills in management, the overseeing change and in managing emotions.
INTEGRATION MONITORING
Not everything is finished with the signing of the contract! Indeed, for both the candidate and you, the probationary period can end the adventure overnight. Moreover, this sudden withdrawal often takes place with rare profiles such as those from an Executive Search. That is why we work to ensure integration monitoring to anticipate the candidate’s potential discomfort. This follow-up can also highlight other internal issues in your organisation.
CALL A RECRUITMENT EXPERT
Faced with these challenges and this scarcity, it makes sense to rely on a firm of experts in the recruitment of senior executives and top managers for your headhunting.
WHAT ARE THE QUALITIES OF A MANAGER OR EXECUTIVE?
In this core function of the business, the qualifications necessary for the performance of the position of manager or director may vary. As you can see, these are above all soft skills!
Some of these are fairly general to the role:
BEING ADAPTIVE
A manager will have to continually adapt to his/her environment and challenge themselves:
- whether it is through the Top Management that may change their roadmap and objectives,
- through their team, which will evolve, in terms of staff but also for various projects and events,
- in the VUCA (volatile, uncertain, complex and ambiguous) world in which we live.
BEING BENEVOLENT
The success of his or her mission will come about through their teams, and to achieve it he or she will have to motivate them and ensure that they trust him or her. Benevolence is therefore in order.
BEING PROACTIVE
He or she will need to pick up on the signals from all the internal and external participants, but also from the market as a whole, in order to anticipate risks and detect and seize opportunities.
BEING ORGANISED
It is difficult to be a good manager if you do not know how to organise firstly your own activity, then that of your team. Sometimes it will also take curiosity to try and implement the right organisational tools.
BEING INSPIRING
He or she will have to give off a certain aura to drive their teams to go further and make them contribute to the success of their department.
BEING FAIR
It is always difficult to manage a team when everyone is not on the same page. The manager will often be seen as the first person responsible in the event of an injustice. For example, when thanking everyone for the achievement of a task that has been performed well, he or she will ensure that they thank and reward everyone for their involvement in the success.
BEING SELF-TAUGHT
Whether in management mode, or in the use of tools and the digitisation of processes, a manager must know how to learn by themselves.
WHAT IS THE COST OF RECRUITING A MANAGER OR EXECUTIVE?
There are several solutions for recruiting an Executive Search, Manager or Leader profile.
ProEvolution can offer you either a turnkey service or specific accompaniment. For this very strategic position, it is appropriate not to skimp on the assistance of an expert firm in measuring candidates’ soft skills and the importance of using the right assessment tools.
We have several formulas based either on a package or a percentage, with staggered billing as the actual process of recruitment progresses.
For more information, please contact us for a quote!