Hiring Top Executives

FarmTeamTips to help hire them faster


As a retained executive search consultant who works with the world’s top supply chain and manufacturing leaders, Eric Herrenkohl gets asked the same question over and over again by business people: “How do you hire more A-level executives?”


After years of placing top tiered executives at companies like Nestle and New Balance, Herrenkohl has a lot of insights to share.

“The companies that have the best talent are not relying on Human Resource Departments to find them somebody,” says Herrenkohl, who also wrote the book,  How to Hire A-Players“The leaders at the company are actively recruiting all the time,” he says.

Here are his tips for hiring top executives:

1. The most senior leader in the organization must become a “recruiter in chief” and build recruiting into his or her job

People at companies tend to exhibit the same behavior that they see being modeled at the top, says Herrenkohl. “If you’re the CEO or head of an organization, you can’t expect others to start looking out for top talent unless you start cultivating that behavior yourself.”

Herrenkohl witnessed his first lesson about CEO involvement in recruiting while speaking to a group of mid-level engineers at an association conference, when he noticed one 55-year-old man in the group of 30-somethings. When Herrenkohl asked him why he was there, the man told him he owns an engineering firm and makes it a habit to stay on top of new talent, so he attends meetings regularly.

“It doesn’t mean that as CEOs and senior executives we should be doing all of the recruiting for our companies, because we don’t have time to do that,” says Herrenkohl, “but we need to set the pace so that we can have high expectations for our leaders that they’re going to do the same.”

 

To read more, see the full article in the LinkedIn Talent Blog.

 

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