Bad behaviour and urge to dominate and put your teammates down is responsible for most of the leadership failures.

 

Leadership is not about being the boss or having the final say. It is about inspiring, motivating, and empowering others to achieve a common goal. Leadership is also about being accountable, respectful, and ethical in your actions and decisions.

 

However, some leaders fail to live up to these standards and exhibit bad behaviour that undermines their credibility and effectiveness. They may have an urge to dominate and put their teammates down, either because of insecurity, arrogance, or ignorance. This can have serious consequences for the team’s performance, morale, and trust.

 

Some examples of bad behaviour and urge to dominate and put your teammates down are:

 

– Intimidating:

This is when a leader uses threats, coercion or manipulation to get the team to do what they want, without considering their opinions or feelings. This can make the team feel fearful, stressed and oppressed.

– Humiliating:

This is when a leader publicly mocks, insults or belittles the team or individual members, without showing any respect or empathy. This can make the team feel ashamed, hurt and alienated.

– Micromanaging:

This is when a leader tries to control every aspect of the team’s work, without giving them any autonomy or feedback. This can make the team feel frustrated, demotivated and incompetent.

– Criticizing:

This is when a leader constantly finds faults and errors in the team’s work, without acknowledging their strengths or achievements. This can make the team feel discouraged, defensive and resentful.

– Blaming:

This is when a leader shifts the responsibility for their own mistakes or failures to the team, without taking any accountability or learning from them. This can make the team feel betrayed, angry and distrustful.

 

These behaviours can damage the leader’s reputation and relationship with the team, as well as the team’s productivity and quality of work. They can also create a toxic work environment that affects the well-being and satisfaction of everyone involved.

 

Therefore, it is important for leaders to avoid these behaviours and urge to dominate and put their teammates down. Instead, they should strive to exhibit good behaviour that fosters a positive and collaborative team culture.

Some examples of good behaviour are:

 

– Delegating:

This is when a leader assigns tasks and responsibilities to the team members according to their skills and interests, while giving them enough guidance and support. This can make the team feel trusted, valued and competent.

– Appreciating:

This is when a leader recognizes and praises the team’s work, both individually and collectively, while giving them constructive feedback. This can make the team feel encouraged, motivated and proud.

– Learning:

This is when a leader admits and learns from their own mistakes or failures, while encouraging the team to do the same. This can make the team feel loyal, confident and resilient.

– Listening:

This is when a leader pays attention and respects the team’s opinions and feelings, while inviting them to share their ideas and concerns. This can make the team feel heard, understood and empowered.

– Empowering:

This is when a leader gives the team opportunities to grow and develop their skills and potential, while challenging them to achieve higher goals. This can make the team feel inspired, engaged and fulfilled.

 

These behaviours can enhance the leader’s credibility and effectiveness, as well as the team’s performance, morale and trust. They can also create a healthy work environment that benefits everyone involved.

 

In conclusion, bad behaviour and urge to dominate and put your teammates down is responsible for most of the leadership failures. Leaders should avoid these behaviours and instead exhibit good behaviour that promotes a positive and collaborative team culture. By doing so, they can achieve better results for themselves, their teams, and their organizations.

 

 

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

 

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots

Hiring the right talent for the right role is one of the most crucial tasks for any organization. However, many corporates face challenges in finding and attracting qualified candidates in a timely manner. In this blog post, we will explore some of the reasons why corporates are not able to hire apt talent fast and offer some suggestions on how to overcome them.

 

Some of the common reasons why corporates struggle with hiring are:

 

– Lack of clear and realistic job descriptions:

Many corporates fail to define the skills, qualifications, and expectations for the roles they are hiring for. This leads to confusion among the applicants and the hiring managers, and results in a mismatch between the candidates and the job requirements. To avoid this, corporates should craft clear and realistic job descriptions that highlight the essential and desirable skills, the responsibilities and goals of the role, and the benefits and culture of the organization.

 

– Inefficient and lengthy hiring process:

Another reason why corporates are not able to hire apt talent fast is that they have an inefficient and lengthy hiring process that discourages potential candidates. Some of the factors that contribute to this are: too many screening stages, poor communication with the candidates, lack of feedback, and delays in decision making. To improve this, corporates should streamline their hiring process by reducing unnecessary steps, communicating frequently and transparently with the candidates, providing constructive feedback, and making timely offers.

 

– Insufficient employer branding and outreach:

A third reason why corporates are not able to hire apt talent fast is that they have insufficient employer branding and outreach strategies that fail to attract and engage the best talent in the market. Many corporates do not invest enough in showcasing their values, vision, and achievements to potential candidates, nor do they leverage various channels and platforms to reach out to them. To remedy this, corporates should build a strong employer brand that showcases their unique selling points, their culture, and their impact. They should also use various methods such as social media, referrals, events, and partnerships to connect with their target talent pool.

 

By addressing these challenges, corporates can improve their chances of hiring apt talent fast and gain a competitive edge in the market.

 

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

 

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots

What is Affinity Bias? Why and How can you keep it out of your hiring process?

Affinity bias is the tendency to favour people who share similar interests, backgrounds, and experiences with us. It can affect hiring decisions by making us unconsciously prefer candidates who are like us or remind us of ourselves, rather than those who have the best skills and qualifications for the job. This can lead to discrimination, lack of diversity, and poor performance in the workplace.

What are some other types of bias that affect the workplace?

Some types of bias that affect the hiring process are:

• Affinity bias: The tendency to favour people who share similar interests, backgrounds, and experiences with us.
• Confirmation bias: The tendency to seek or favour information that confirms our existing beliefs or values.
• Conformity bias: The tendency to agree with others in a group, even if it goes against our own opinions or judgments.
• Appearance bias: The tendency to judge people based on their physical appearance, such as attractiveness, clothing, or body language.
• Attribution bias: The tendency to attribute different causes or motives to our own actions and those of others, often in a self-serving or stereotypical way.
• Gender bias: The tendency to favour one gender over another, often based on stereotypes or assumptions about their roles, abilities, or preferences.
• Age bias: The tendency to favour people of a certain age group over others, often based on stereotypes or assumptions about their skills, experience, or potential.
• Contrast bias: The tendency to compare people or situations with others that are present or recent, rather than with objective standards or criteria.

Few examples of affinity bias in hiring process are:

Some examples of affinity bias in hiring process are:

• A hiring manager prefers candidates who graduated from the same university as them.
• A recruiter selects candidates who have similar hobbies or interests as them.
• A interviewer gives more positive feedback to candidates who belong to the same sorority or membership group as them.
• A employer hires candidates who have the same religion or political affiliation as them.
• A team leader chooses candidates who remind them of their younger selves.

How can you measure affinity bias in my organization?

One way to measure affinity bias in your hiring process is to use surveys or assessments that can reveal your employees’ implicit preferences or attitudes towards different groups of people.

For example, you can use the Implicit Association Test (IAT) developed by Harvard University, which measures the strength of associations between concepts and attributes. You can also use tools like Factorial, which can help you collect and analyse data on your hiring, performance, and diversity metrics.

By measuring affinity bias, you can identify areas where you need to improve your policies, practices, and culture to promote inclusion and equity.

How can you reduce affinity bias in my hiring process?

Some ways to reduce affinity bias in your hiring process are:

• Use a standardized and structured hiring process that defines the job requirements, evaluation criteria, and interview questions in advance.
• Anonymize resumes to avoid bias based on names, education, or other personal details.
• Use diverse hiring panels that include people from different backgrounds, perspectives, and roles.
• Provide training and feedback to your hiring managers and recruiters on how to recognize and overcome their own biases.
• Monitor and measure your hiring outcomes and diversity metrics to identify any gaps or patterns of bias.

You should keep affinity bias out of your hiring process by using objective and standardized criteria, anonymizing resumes, diversifying hiring panels, and providing training and feedback on bias awareness and prevention.

 

 

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

 

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement

Q. My business is growing – whom should I hire for my leadership role? a Polymath or a Genius?

A. It can depend on the specific needs of the business in the next 5 years, but both polymaths and geniuses can bring unique strengths to a growing business.

A polymath, with a wide range of knowledge and skills across multiple areas, can be a valuable asset to a business as they can bring a diverse perspective to problem-solving and decision-making. They can also be able to adapt to different roles within the organization and handle multiple tasks effectively.

A genius, with an exceptional natural ability in a particular field, can bring a high level of expertise and skill to a specific area of the business, and can help drive innovation and progress in that area. They can also be able to quickly understand complex problems and come up with unique solutions.

In a growing business, a balance of both polymaths and geniuses can be beneficial. Polymaths can bring a diverse perspective and handle multiple tasks effectively, while geniuses can bring a high level of expertise and drive innovation in specific areas. However, a polymath or a genius alone doesn’t guarantee a successful business, other factors such as leadership, strategy, and execution also play important role.

How to identify a polymath person?

Identifying a polymath person can be difficult, as they often have a wide range of knowledge and skills across multiple areas, and may not have formal education or certification in all of them. However, here are a few ways to identify a polymath person:

1. Wide range of interests: A polymath typically has a wide range of interests, and may be passionate about learning and exploring different subjects. They may be curious and eager to learn new things.
2. Knowledge in multiple fields: A polymath will have a deep understanding of multiple fields of study. They may have expertise in areas such as science, technology, engineering, mathematics, art, literature, and more.
3. Connecting different fields: A polymath is often able to make connections between different fields of study, and can see how concepts from one field can be applied to another. They are often able to think creatively and find solutions to problems by drawing on knowledge from multiple areas.
4. Multitasking: A polymath is able to handle multiple tasks and responsibilities effectively, juggling different projects and priorities.
5. Strong communication: Polymaths are often able to communicate complex ideas in a simple and understandable way, they can explain complex subjects in layman’s terms.

How to identify a genius person?

Identifying a genius person can be difficult as the term “genius” is often used subjectively and informally. However, there are a few ways to identify a person with exceptional natural ability in a particular field:

1. Exceptional ability in a specific field: A genius will have an exceptional natural ability in a particular field, such as mathematics, music, science, or art. They may have achieved a high level of mastery at an early age, and may be considered a prodigy in their field.
2. Original contributions: A genius will often make original contributions to their field, and may be recognized for their research, inventions, or creative work.
3. Deep understanding: A genius will have a deep understanding of their chosen field, and may be able to quickly understand complex problems and come up with unique solutions.
4. Intense focus and dedication: A genius often has intense focus and dedication to their field and may spend a lot of time working and learning about it.
5. Recognition and Awards: They may be recognized and awarded for their exceptional abilities and contributions in their field.

Roles Polymath people are good at:

1. General management: A polymath, with a wide range of knowledge and skills across multiple areas, can be a valuable asset for general management roles. They can bring a diverse perspective to problem-solving and decision-making, and can handle multiple tasks effectively.
2. Business Development: Polymaths can help in creating opportunities for the business and be able to understand the different aspects of the market and the competition. They can be able to manage different projects and bring a diverse perspective to the business development.
3. Operations: Polymaths can handle multiple tasks and responsibilities effectively, juggling different projects and priorities, this can be important in operations where resources and manpower are often limited.
4. Marketing and Sales: A polymath can bring a diverse perspective and understanding of different fields to the marketing and sales department, they can be able to understand the target market and the competition, and be able to create effective campaigns and strategies.
5. Innovation: A polymath can bring a diverse perspective and be able to make connections between different fields of study, they can be able to think creatively and find solutions to problems by drawing on knowledge from multiple areas, this can be important for a growing business to drive innovation and progress.

Roles Genius people are good at:

1. Research and Development: A genius, with an exceptional natural ability in a particular field, can bring a high level of expertise and skill to a specific area of the business, which can be important for a growing business to stay competitive in a specific industry. They can also make original contributions to the field and help drive innovation and progress.
2. Technology and Engineering: A genius with exceptional ability in technology or engineering field can bring a high level of expertise and skill to the development of new products or services, they can help find new solutions to complex problems, and drive innovation in the company.
3. Product Development: A genius can bring exceptional ability in a specific field such as design, art, or music, they can help create products that stand out in a crowded market, and drive innovation in the company.
4. Data Analysis and Strategy: A genius with exceptional ability in data analysis and strategy can bring a high level of expertise and skill to the company’s decision-making process, they can help understand complex data and create effective strategies for the company.
5. Intellectual Property: A genius can bring exceptional ability in a specific field and make original contributions, which can be important for a growing business to protect its intellectual property, and to build a strong brand.

Your top leadership team must have a mix of both

In a growing company, but it can be beneficial for them to have a mix of skills and expertise.

Team members with a wide range of knowledge and skills across multiple areas, known as a polymath, can be beneficial as they can bring a diverse perspective to problem-solving and decision-making, and can handle multiple tasks effectively. They can also understand different aspects of the business and make connections between them.

On the other hand, a Team member with an exceptional natural ability in a particular field, known as a genius, can bring a high level of expertise and skill to a specific area of the business, and help drive innovation and progress. They can also quickly understand complex problems and come up with unique solutions.

A balance of both polymaths and geniuses can be beneficial for the top leadership team, depending on the specific needs of the company. The leadership team should have a good understanding of the different aspects of the business, be able to make strategic decisions, and have the ability to lead and inspire the team. Additionally, the leadership team should have strong leadership and management skills, as well as the ability to communicate effectively and build relationships with stakeholders.

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WE CAN HELP YOU.

Blue Genes Research [BGR] – delivers top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been partnering companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

We specialise in recruiting in the following areas:

Industries: Consumer Products & Services, Industrial & Manufacturing, New Age Tech Businesses, Banking, Financial Services & Insurance and Infrastructure & Real Estate

Functions: Top Management, Finance & Legal, Sales & Marketing, Digital marketing, Manufacturing & SCM, Human Resources

Talk to us to discuss your leadership hiring challenges at: rkj@bgr.chittlesoft.net

We have been interviewing about 100+ senior management professionals every week for past 10+ years – less than 1% candidates are able to answer below 6 questions with ease and satisfaction:

1. “What is your one most significant failure as a leader and what did you learn from it?” – This question is designed to assess the candidate’s ability to learn from their mistakes and grow as a leader. It also provides insight into their level of self-awareness and their willingness to admit to and take responsibility for their failures. A good answer would demonstrate that the candidate has taken the time to reflect on their failure, has identified the specific actions or decisions that led to the failure, and has implemented measures to prevent the same failure from happening again in the future.
2. “What is your one most significant achievement as a leader and how did you achieve it?” – This question is designed to assess the candidate’s leadership skills and ability to drive results. A good answer would demonstrate that the candidate has taken initiative to achieve a significant goal, has effectively lead a team to achieve it, and has the ability to measure and communicate the impact of the achievement. It also gives insight into the candidate’s ability to identify and capitalize on opportunities, and to make strategic decisions that drive results.
3. “Can you describe one or two of the most difficult, courageous or disruptive decisions or initiatives you have made as a leader and the impact they had?” – This question is designed to assess the candidate’s ability to make bold and challenging decisions, their ability to lead change and their leadership style. A good answer would demonstrate that the candidate has taken decisive action and has made a difficult decision or implemented a disruptive initiative that had a significant impact on the business or organization, whether it was positive or negative. The answer should also demonstrate the candidate’s ability to learn from their experience, and the ability to evaluate the results of the decision or initiative, and take corrective actions if necessary.
4. “How do you plan to upgrade yourself for the next level in your leadership role?” – This question is designed to assess the candidate’s ability to continuously improve and develop as a leader. A good answer would demonstrate that the candidate has a clear plan for their own personal and professional development, and is actively seeking out opportunities to improve their leadership skills and knowledge. They should be able to mention specific examples of training, mentoring, networking, reading, attending conferences, or other activities they have planned or are currently engaged in to upgrade themselves. This will show that the candidate is self-motivated, proactive and has a growth mindset.
5. “Can you tell your relevant value story in 3-4 sentences?” – This question is designed to assess the candidate’s ability to convey their value proposition effectively. A good answer would provide a clear and concise overview of the candidate’s most relevant skills, experiences and achievements that align with the job requirements and the company’s values. The candidate should be able to demonstrate how their skills and experiences have helped them to drive results, solve problems, or add value to their previous organizations. This will give the interviewer a sense of how the candidate’s background aligns with the job requirements and how they can contribute to the company’s success.
6. “Can you give an example of a time when you had to make a difficult decision as a leader?” – This question is designed to assess the candidate’s ability to make tough choices and handle pressure. A good answer would demonstrate the candidate’s ability to make a well-informed decision, even in the face of uncertainty or resistance. They should be able to explain the situation, the options they considered, the criteria they used to make the decision, the outcome and the lessons they learned. The answer should also illustrate the candidate’s ability to take ownership of the decision, and their ability to communicate and implement the decision effectively to their team and stakeholders.

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We at BGR are doing leadership hiring for past 16 years.

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: rkj@bgr.chittlesoft.net

 

Why you should discourage using In-house recruiters for leadership hiring!!

Do you know that Candidates trust external senior recruiters much more than in-house recruiters?

There could be several reasons why candidates may trust external senior recruiters more than in-house recruiters.

One reason could be that external recruiters are perceived as being more objective and unbiased, since they are not directly affiliated with the company that is hiring. This can make them more trustworthy in the eyes of candidates, as they are not as likely to be motivated by internal politics or other factors that could influence their recommendations.

Another reason could be that external recruiters have a wider network and access to a greater range of job opportunities. This can make them more knowledgeable about the job market and better able to match candidates with roles that are a good fit for them.

It is also possible that candidates simply have more confidence in the expertise and professionalism of external senior recruiters, who may have more training and experience in the field of recruitment.

External senior recruiters often specialize in a particular industry or type of position, which can make them more knowledgeable about the requirements and expectations of different roles. This can increase the credibility and trustworthiness of external recruiters in the eyes of candidates.

Ultimately, the level of trust that candidates have in recruiters may depend on the level of experience and expertise a senior recruiter has.

Using a senior level external recruiter who specializes in a particular domain will give your leadership hiring a big boost – both in terms of quality, speed and reach to a wider and unreachable candidate pool.

Talk to us if you wish to engage external recruiter that specializes in your domain.

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: ratnesh@bgr.chittlesoft.net

Your organizations growth and profitability depends on the quality and speed of your leadership hiring.

Below are top 10 ways your company can drive Executive search / Leadership hiring efficiencies:

1. Clearly define the job requirements and desired candidate qualifications before starting the search process. This will help narrow the pool of potential candidates and save time in the long run.

2. Engage an executive search firm or headhunter specialising in leadership hiring to assist with the recruitment process. These professionals have extensive knowledge, networks and resources that can help identify and attract top talent more efficiently.

3. Leverage employee referrals. Employees often have connections in their personal and professional networks that could be strong candidates for open positions.

4. Utilize social media and professional networking sites, such as LinkedIn, to reach a wider pool of potential candidates. Of course this is a long drawn process if you don’t have ready communities / network.

5. Utilize resume databases and job boards to efficiently identify and reach out to a large number of potential candidates.

6. Consider using a skills assessment tool to pre-screen candidates and ensure that they have the necessary qualifications for the role and save everyone’s precious time.

7. Have a clear and efficient interview process in place, including well-defined evaluation criteria, a structured interview guide and a internal TAT.

8. Utilize video conferencing tools, such as Zoom or Skype, to conduct the initial rounds of interviews, saving time and resources on travel.

9. Consider offering a sign-on bonus or other incentives to attract top talent more quickly.

10. Communicate regularly with candidates throughout the recruitment process to keep them informed and engaged, and to ensure that the process moves efficiently.
______________________________________________________________________________________________________________________
Talk to us if:

• You are unable to close a position in spite of all efforts

• You have a confidential / critical position to be closed fast

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: ratnesh@bgr.chittlesoft.net

Leadership hiring mistakes are the costliest and cause long term damage.

Please read this to know if you are also making one or more of these mistakes.

Experience and Expertise plays a major role in leadership hiring. Companies must engage experienced experts in leadership hiring process, rather than trying to do it themselves or getting this done from generalists regular consultants.

Below are Top 12 Costliest leadership hiring mistakes companies are making:

1. Lack of thorough research: Failing to conduct thorough research at various stages in leadership hiring process can lead to a number of costly mistakes.
2. Lack of understanding of market realities: it helps companies make informed decisions about the type of leader they need and the resources required to attract and retain top talent. This includes understanding the current state of the job market, including salary expectations, competition for top talent, and the skills and experience that are in high demand.
3. Hiring for skills rather than cultural fit: This can lead to a misalignment of values and goals, resulting in high turnover and poor performance.
4. Not thoroughly checking references: Failing to adequately vet candidates can lead to a hiring mistake that can be costly in terms of time and resources.
5. Not considering diversity and inclusion: Companies that do not prioritize diversity and inclusion in their hiring practices may struggle to build a diverse and inclusive culture.
6. Not providing clear expectations and goals: If leaders are not provided with clear expectations and goals, they may struggle to effectively lead and drive results.
7. Not conducting thorough interviews: Skipping important questions or not properly evaluating candidates can lead to hiring the wrong person for the role.
8. Hiring based on charisma rather than substance: Being swayed by charisma rather than considering a candidate’s qualifications and experience can lead to a poor fit for the role.
9. Failing to onboard and train new hires properly: Not providing proper onboarding and training can lead to a lack of understanding of the company’s culture and values, resulting in poor performance.
10. Not providing ongoing support and development: Without ongoing support and development, leaders may struggle to stay up-to-date on industry trends and best practices, leading to a decline in performance.
11. Not considering potential for growth: Hiring leaders who are not open to learning and growth can limit the company’s potential for future success.
12. Hiring for the short-term rather than the long-term: Focusing on filling a position quickly rather than finding the right fit for the long-term can lead to costly mistakes and high turnover.

Leadership hiring is a sensitive and critical activity and must be only left to experts with expertise in the domain.

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Blue Genes Research [BGR]

Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants since 2006.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: ratnesh@bgr.chittlesoft.net

Trying to do leadership hiring internally or through your regular recruitment vendors?

It may not workout as expected. You may land up recruiting the best available talent. To hire the best possible fit talent you need to hire a specialist professional recruitment partner lead by Senior Management consultants and HR veterans, who can understand and solve your pain points quickly in turn saving you from making huge recruiting errors.

Remember – when it is a matter of your heart – you consult a specialist professional not your family doctor or not people around you – and hiring apt people quickly is nothing less than the heart of your organization.

There are several potential benefits to outsourcing leadership hiring to a specialist professional executive search firm:

Expertise: A specialized recruitment firm may have more expertise and experience in identifying and attracting top leadership talent, as well as a larger network of potential candidates.

Time savings: Outsourcing the hiring process can save time and resources for the company, as the recruitment firm can handle all aspects of the search, from sourcing candidates to conducting interviews.

Objectivity: An external recruitment firm can provide objectivity and unbiased perspective, which can be useful in making hiring decisions.

Ready wider pool of candidates: A recruitment firm may have access to a larger pool of candidates, including those who may not be actively seeking new opportinities.

Speed: Outsourcing leadership hiring can help speed up the recruitment process. A specialized recruitment firm can quickly identify and screen candidates, allowing the organization to fill leadership positions more quickly.

Cost savings: Outsourcing leadership hiring can be more cost-effective than conducting the search internally. This is because a recruitment firm can leverage its resources and relationships to identify and attract top talent at a lower cost. More than anything else you save heavily on the costly recruiting mistakes,

Increased diversity: Outsourcing leadership hiring can help organizations increase diversity in their leadership ranks. A specialized recruitment firm can identify a diverse pool of candidates and present them to the organization, increasing the likelihood of hiring a diverse leadership team.

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Blue Genes Research [BGR]

Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants since 2006.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your recruiting challenges. PM me or email me at: ratnesh@bgr.chittlesoft.net

Dear Recruiters, HR managers, Hiring managers, Business leaders…

Are you aware that the Candidate Experience you are delivering during the Talent Acquisition process is permanently damaging your Employer Brand and your Personal Brand?

Willingly or unwillingly everyone in talent acquisition is guilty of delivering a bad candidate experience many times and land up damaging your Employer/Personal brand permanently.

And now it is all the more challenging in these challenging times..

Yes, right now the demand-supply is on the other side – there are lesser jobs and overflow candidates – and to deliver a better candidate experience in such situation is all the more important and challenging.

Lack of response. Process delays. Bad Interview experience. Bad or no communication. Unreasonable salary negotiations. Offers renegotiated/withdrawn. and much more…

But don’t forget this situation will not remain the same for lifetime – the tide will change and the demand-supply will reverse – also Good talent is always in demand.

While you are assessing the candidate – the candidate is also assessing you – and making permanent perceptions on your Employer Brand and Personal Brand.

You will need and meet the same talent again in coming years and then the talent won’t be interested in your brand.

Please try your best to deliver the best Candidate experience.

And it takes simple steps like respecting their time, listening, responding, informing, providing feedback and coaching.

Be responsive, professional & empathetic – especially during these difficult times.

Also please note – you are not doing a favor to the candidate by delivering a good experience – this makes a great business sense – Delivering Great Candidate Experience is your smartest Investment.