The first and foremost job of any of the leading executive search firms in Canada is to shortlist candidates put together which are considered to be an optimal fit and goes in line with the needs of the company. The job of the best executive search firms in Canada becomes a lot more difficult when it is about finding a leader for the client organization. Indeed, the question of defining a good leader is not an easy one considering the different types of variables required to act as a leader. That being said, there still exists a few behaviors of the leaders which are unequivocally detrimental and can’t be expected in a leader.
We list few such leadership behaviors which are totally a turn off for the top executive search firms in Canada: Poor Communication This is the worst behavior being displayed by any leader. Such leaders instruct their subordinates to make a particular task their highest priority and later on themselves ask the team to scrap the task completely, just when the team is about to come out with the final outcome of the priority task. Candidates with such behavioral instincts are often avoided by management at the time of shortlisting candidates. Indeed leaders tend to act scattered because their plate is always full with something or the other, but, they should avoid giving conflicting instructions and remain clear in terms of communication. Lack Of Knowledge Sharing Many times leaders are unwilling to share knowledge with the employees for the fear of being sidelined. This leads to knowledge hoarding and also create havoc in employee engagement and performance. The leaders need to understand the fact that they are never in competition with their own employees or team members. Alternatively, pooling of information, resources, insights and experience between the leaders and the employees allow the company as a whole to perform in a better manner. Empowering the staff members with knowledge can help in boosting innovation and decreasing employee absenteeism and turnover. Not Sharing Responsibilities Leaders are required to handle a number of tasks often making then lack the adequate time required for engaging with subordinates and colleagues. Thus shutting others out and overseeing every process personally leads to curtailing of employee’s growth. The leaders should reassign some of their responsibilities to subordinates in relation to the expertise available with the employee or the colleague. Thus sharing the responsibilities with the team not only reduces the workload of the leader but also make the employees learn about working of different modules. Working Hard Vs Working Smart There are certain leaders who believe in working for longer duration and even pass this notion to the employees. Long working hours negatively impacts the employee performance and their attitude towards work and the company as a whole. Leaders need to realize that working hard is not necessarily linked with being productive and successful.
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Talent issues are business issues. The real way to remain competitive in the market is to have qualified executive leadership that is fierce, broad-minded and is ready to take risks to help grow your company in leaps and bounds. In today’s complexity, business leaders need a trusted team of advisors in order to make decisions with minimum risk and maximum outcome.
In order for you to make your dream time, you can not always rely on the talent from withing and thus have to start looking at the outside sources as well. The best candidates could be across town or across the globe for all you know and a good executive search firm in Canada knows the talent business and their clients’ business well enough to be able to find them the right candidate in less time with minimum risk. And it’s a bonus if you go for one of the top headhunting firms in Canada that is an AESC member in Vancouver. Here is a list of reasons why: High-Quality Firms - One of the advantages of going for an AESC member is that it saves you the overwhelming process of picking a good executive search firm. AESC membership is a mark of a high-quality firm that can deliver the right candidates in less time and minimum risk. These executive firms have an army of experienced professionals working in the related industry and have a well-established network of active and passive candidates. This can help speed up the overall hiring process for you and can play an important role in the screening and negotiating stage. Global Network Of Candidates - AESC members have global platforms and the best candidate you are looking for might be across the globe just waiting for the right opportunity. Having an AESC member to help you with your executive search can open up so many relevant options for you to choose and pick from decreasing the time wasted on screening of the non-relevant profile. The search through a firm becomes more directed and hence would help you find the most relevant candidate in less time. Expertise In The Industry - The executive search team provides the clients with an in-depth expert understanding of executive search that is the services they need, method of operation, streamlining the process, limitations that could affect the search process, who would handle the assignment, and other expectations. In short, you will have access to quality, reputation, and professionalism. These firms play an important role especially when you are looking to fill a new position in the company. The challenge with new positions is that you don’t know what exactly to look for, an area a search firm can help you in with their years of experience in the field and having to fill hundred different vacancies with similar roles and responsibilities. With the demand for top talent, especially for C-suite positions, constantly increasing, the means to find the relevant top talent is getting more and more difficult. As a result, the way companies hire their top talent needs a total revisit in their strategy. One of the biggest mistakes many companies are committing while doing their best executive search firms In Canada search is chasing after the active candidates that is the one who is actively looking for a change in job, thus skewing their options and hence their chances of finding the right fit for their company.
The stakes, in case of an executive position, are even higher as the wrong hire can cost you more than just money putting a dent to your overall brand and increasing the overall turnover rate in your company. Many big companies have been going for the top executive search firms in Canada to carry out their executive search but the fact that the middle age startups and growing companies now need these firms more than ever can’t be ignored at any cost. So a few key takeaways that need to be considered in your talent strategy are as follows: Quality Of Candidates - The quality of candidates that you are interviewing needs to be high and this can’t be compromised on at any cost. The reason behind this is simple. The interviewing process needs time, money and resources and it is always better to identify three good potential candidates and interview them rather than interviewing 15 bad ones and then manage to find the two good ones. The screening needs to be more prudent and the search technique needs a revisit and be more directive. According to surveys, the quality of the candidates is always high from direct sourcing and referrals. Direct Sourcing Works Best - This is where hiring one of the executive search firms in Canada can be of big help as these firms have both experience as well as a well-established network to tap into whenever there is a vacancy comes up. This way, you get more options and with a careful search on the basis of requirements, the potential candidates are easy to find and can be direct contacts rather than them applying for the position. The Interview Process - The whole interview process need to be rethought and restructured. The interview process is a weak link to a lot of companies. A common myth around interviews is that harder the questions, the better the interview. But this is a huge mistake as it can tick your candidates off. Companies need to understand that you need the candidate as much as the candidate needs you. Rather you need the candidate more than he needs you as he has plenty of other options to go to. The interview process needs to be a friendly discussion and a two-way communication wherein you try to strike an understanding with the candidate and see if he/she would be the right fit for the company or not. |
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