Are you ready for your new Manager?

Every recruitment process, whether handled internally or through a recruitment agency, starts with a good definition of the ideal candidate profile. If we are talking about a middle or top management position, inevitably the ideal profile will contain the following expressions: “leadership abilities”, “vision” and “business understanding”, “thinking out-of-the-box”, “inspiring people”, “reflects the values and the culture of the company”, etc.

The expectations that the new manager has to fulfill are also clearly stated: team development, process optimization, meeting sales targets or other business objectives.

Every recruitment process, whether handled internally or through a recruitment agency, starts with a good definition of the ideal candidate profile. If we are talking about a middle or top management position, inevitably the ideal profile will contain the following expressions: “leadership abilities”, “vision” and “business understanding”, “thinking out-of-the-box”, “inspiring people”, “reflects the values and the culture of the company”, etc.

The expectations that the new manager has to fulfill are also clearly stated: team development, process optimization, meeting sales targets or other business objectives.

Having all this information in mind, the search for the ideal manager begins. Fortunately, professionals that match this profile exist and it is not a problem reaching them. The difficulty arises when the candidate (candidates) and the Hiring Manager are confronted. The inertia, the tendency to maintain the current status quo and a warm and comfortable balance block the recruitment process and the decision making. Inevitably, between two competent managers, of which one really visionary and the other one with a similar approach towards the company’s existing procedures, the second one will be preferred. Although a “change” is wanted and stated, not many companies are prepared to accept a leader that will change their perspectives.

From case to case, the internal recruiter or the external consultant must clarify from the beginning of the recruitment process if the discussed and agreed profile is really what the company is ready to accept. Experience proves that, most of the times, the declared desire for a change is not fully embraced. It is also the duty of the recruiter or consultant to remind the Hiring Manager the criteria had in mind at the beginning of the recruitment process. Choosing a profile that matches the realities of the company is a matter of honesty and maturity. A visionary leader will become unmotivated if he doesn’t have the freedom to fulfill his mission stated together with the hiring offer.

A smart recruitment process requires an exchange of information and expectations as complete and honest as possible, from all parties involved. Do not ask your recruiter an innovative leader if you are not ready to manage the entire change process it involves.