There are many ways a company or department can get derailed in the business world, and sometimes it takes some intervention from an expert to help set things back on the right course. It's not uncommon for business owners to recruit specific leaders from competing brands in such situations, and while that may seem like a surefire way to get the advice or assistance the organization needs, it's not always for the best.
There are several things that a business owner should consider before recruiting a leader from a competing brand to get its own company or department back on track. Below, eight members of Forbes Human Resources Council discuss the most important factors to consider before drafting a convincing proposal to bring the leader on board.
Forbes Human Resources Council members share their strategies.
Photos courtesy of the individual members.1. Ensure That Abilities And Values Align
Recruiting talent from competitors is a great way to hire people who understand the industry and business in which your company is engaged. However, ensuring that a person's abilities and values align is important in identifying a good fit. Companies should also look at an individual's adaptability quotient and emotional intelligence to navigate new environments and ways of working. - Chris Stanzione, 360 Talent, LLC
2. Consider The Impact On Morale
For many companies, the grass always looks greener outside. In most cases, this is not true. Many internal candidates have the experience, skill and knowledge to get the department back on track, they only require a little coaching and support. So before you bring in that hired gun, think about the impact on morale and what you are telling the rest of the department about your confidence in them. - Gordon Pelosse, CompTIA, the Computing Technology Industry Association
3. Look At Shared Sensibilities And Culture Fit
We look at shared sensibilities and cultural fit. It may sound naive, but it comes down to a career path and life goals. Can our company incorporate a candidate's life goals with the career path presented? People change jobs quickly. The package must be more than compensation, it must appeal to the candidate's values. - Patricia Sharkey, IMI A Global People Company
4. Give An In-Depth View Of The Culture
It's important to point out that while an employee may be magnificent at one company, the magic may not be repeatable at another opportunity. The company must ensure alignment. The prospective employee will require an in-depth view of the organization's strengths, weaknesses, opportunities and challenges. As well as what autonomy or constraints they will have within their role and organization. - Nakisha Griffin, Neustar Security Services
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5. Send An Honest Outreach Message
Honesty is key! A message outreach that feels genuine goes a long way. "We're struggling and see you as the missing piece to our puzzle." Focusing on the person you want to recruit, rather than your own company, will instill a sense of how your company cares for its employees. Do your research and highlight why this person will be the successful component to getting you back on track. Keep the narrative on them. - Amy Odeneal, Business Enablement
6. Set Expectations And Close The Deal
Competitors, while in the same or similar industries, are usually vastly different. Although their candidate may have the technical skills to succeed in your organization, do they match with your culture compared to where they are now? Selling your culture, especially how it will be a better fit for them, will properly set expectations and close the deal. - David Hawthorne, Pacific Bells
7. Provide Realistic Preview Of Challenges
Provide the leader candidate with a realistic preview of the situation, the struggles and the people challenges that they would embrace, along with the clear expectations and deliverables required to turn things around. Not everyone is up for coming in from the outside to tackle a complex issue, but the right candidate will be energized by the opportunity to drive the solution. - Megan Leasher, Talent Plus
8. Prepare The Team For New Leadership
When asking a leader to consider a move where they are successful, it's essential to make sure the company or department is prepared for a new leader to come in and make changes. There needs to be an honest conversation with senior leadership discussing the vision, concerns and expectations before convincing someone to resign. Otherwise, it will be challenging for this leader to be successful. - Kelsey Habich, Mission Critical Solutions
