Hiring Your Leadership Team

Author: Gina Hall | November 13, 2016

Hiring is key you want your company built to last: You need to be savvy when choosing a strong senior leadership team.

If you’ve gotten to the point where you need to hire high-level staffers, you’re doing something right. But, like voting, finding the right candidates for your management team involves a little research and some tough decisions. Putting together your dream management team isn’t easy, so here are a few tips to help you make the right decisions.

8 Hiring Tips for Business Owners

  1. Have a budget

    Be ready to meet the salary demands of top-level talent. Make sure your company has a solid cash flow or the funding in place to cover the additional salaries.

  2. Get ready to let go

    You’ve built your company from the ground up, so it’s your baby, but you’re going to have to hand over important decisions to others and trust their judgement.

  3. Create a good pitch

    Wooing talent isn’t hard, but you need to come to the table prepared. Be ready with job descriptions, salaries, and your company’s long-term goals. Remember, these people have plenty of options, so put your best foot forward.

  4. Consider promoting internally

    Before you go outside your company, give your current staffers the opportunity to pitch their own leadership skills. No one knows your company better than your own employees, so transitioning them to senior-level positions could be a win for your company. However, if you feel you have a skills gap, you are perfectly justified in recruiting outside talent.

  5. Showcase your company culture

    Does your company strictly adhere to the old-fashioned 9-to-5? Or do you provide workers with a flexible schedule? Do you require business attire? Or are jeans and flip flops perfectly acceptable?

    Some people can thrive in an energetic, open-air office, while others will cringe at the thought of a loud work environment. Be upfront about your office culture so candidates for your leadership team should have some idea what they’re getting into.

  6. Develop trust

    Before you offer anyone a contract, make sure this is a person you can trust. Take simple steps like running a background check to ensure the individual doesn’t have a problematic criminal history. You can also do a quick Google search or scan on social media to weed out individuals who could potentially embarrass your company with crude or racist remarks.

    Let the candidate know you’re running the checks—remember, they need to trust you too.

  7. Hire with caution

    Each person on your leadership team will come with a distinct personality. Your job is to get them to gel together as a team. Also, keep in mind the “likeability factor”: Will you and your staff want to interact with this individual on a daily basis?

    Sometimes people with strong personalities have great ideas, but rub people the wrong way. Make sure each management-level employee you hire has the interpersonal skills to manage both up and down your company’s ladder. Then do your best to align each department’s goals and needs so that you minimize conflicting interests between these team leaders.

  8. Don’t settle

    Hiring the wrong person for your leadership team can be costly to your bottom line and to office moral. Refrain from onboarding someone just because they’re available, and opt to wait for the perfect candidate. Don’t worry—they’re out there!

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