When my business started to take off it was exhilarating.

It was like 1000 volts running through my body.

I felt like I was finally running a business.

But as business grew, so did challenges…

Tasks piled up, and the weight of responsibility had started to wear me down.

Realizing I couldn’t do it alone, I sought experienced team members who could share the load. 

Finding the right executives became my mission.

Full transparency: Not everyone I hired turned out to be an A-player, I have some horror stories I’ll save for a future post.

But I did learn through the process the art of hiring executives.

These are the people that will have your back first.

They will take the burden of making every decision off you.

Because hopefully they’ll be SMARTER than you in their area of expertise.
So, buckle up as we explore the art of executives hiring, sharing proven methods to find the best fit for your business’s future.

Table of Content:

1. The Right Time You Need Hiring Executives
2. The Organizational Structures You Should Consider
3. The Role You Should Fill First
4. The Place You Could Find the Right People
5. The Hiring Executives Process You Should Know
6. Conclusion

The Right Time You Need Hiring Executives

Let’s dive into when it’s prime time to bring in some fresh faces to lead the charge in your business!

• During Growth Spurts

Imagine your business is booming, with demand skyrocketing and new opportunities popping up left and right. That’s the perfect moment to consider hiring executives to help steer the ship. 

• When Big Changes Are Happening

Change is in the air, and your business is gearing up for something big—like launching new products or venturing into uncharted territories. This is the time to bring in executives who’ve been there, done that, and can guide you through the transition. 

• When You’re Feeling Swamped

Ever find yourself buried under a mountain of tasks and decisions? It happens to the best of us. That’s your cue to bring in reinforcements, especially on the technical side.
Imagine you’re running a services company and struggling to keep up with the ever-evolving technology landscape. Bringing in an executive with a deep understanding of emerging technologies and a knack for implementing innovative solutions could be just what your business needs to stay ahead of the curve.

• Before Starting Important Projects

Got a big project on the horizon, like launching a new product line or expanding into a new market? Now’s the time to beef up your leadership team. Executives with experience in these areas can be your secret weapon for success.
For instance, if you’re gearing up to take your business global, hiring executives with international chops could be the game-changer you need.

• When Thinking About the Future

Planning ahead is key, especially when it comes to your business’s future. Hiring executives early on ensures you’re prepared for whatever twists and turns lie ahead.

The Organizational Structures You Should Consider 

Let’s talk about how to structure your team for success! Here are three key organizational structures you should consider.

• Hierarchical vs. Flat Organizational Structures

In a hierarchical structure, it’s like a pyramid—big boss on top, managers in the middle, and employees at the bottom. Works well for big corporations or government agencies.
But in a flat structure, it’s more like a team, with fewer layers and everyone sharing ideas. Ideal for industries where creativity and collaboration matter most, like coaching or consulting.

• Matrix Structures for Specialized Roles

Now, let’s say you’re working on a big project that requires expertise from different areas, like finance, marketing, and operations. That’s where a matrix structure comes in handy. It’s like having multiple bosses, but in a good way!
Team members report to both project and functional managers, making collaboration seamless. Perfect for consulting firms or services companies juggling complex projects and specialized roles. 

• Creating Agile Teams for Dynamic Environments

In today’s fast-paced world, adaptability is key. That’s where agile teams shine! Picture them as squads tackling projects in short bursts called sprints. They’re flexible and quick to pivot, ideal for industries like tech startups.
Say you’re launching an online course—assemble an agile team with members from marketing, content creation, and customer support for quick, efficient results.

The Role You Should Fill First

Let’s get down to business and figure out which role you should fill first to take your team to the next level! Here’s how you could do it.

• Identify Your Biggest Need

Think about what’s keeping you up at night. Is it strategic planning, market expansion, or team leadership?
For example, if you’re a tech startup founder without much marketing knowledge, you might need an executive with marketing expertise.

The name of the game is: Find someone who complements you

• Look at Your Goals

Where do you see your business in the next year or so? Do you want to expand your services, increase revenue, or maybe streamline your operations? Let your goals guide you in prioritizing which role to fill first.
If you’re aiming to expand into new markets, hiring a sales or marketing executive could be the ticket to reaching your goals faster.

• Evaluate Your Team’s Skills

Take stock of the talent you already have on your team. Are there gaps in expertise or areas where you need more support?
For instance, if you’re running a services company and struggling with project management, you might want to bring in someone with strong organizational skills to keep things running smoothly.

• Consider Your Industry

Every industry has its own unique challenges and opportunities. Take a look at what’s happening in your industry and think about how it might impact your business.
If you’re an SEO expert in a competitive market, you might need someone to help with marketing and branding to stand out from the crowd.

• Assess Your Own Strengths and Weaknesses

Be honest with yourself about where you excel and where you could use some help. Maybe you’re a whiz at coming up with new ideas but struggle with the nitty-gritty details of running a business. In that case, hiring someone with strong analytical skills could complement your strengths and shore up your weaknesses. 

The Place You Could Find the Right People

Alright, let’s roll up our sleeves and dive into where to find the perfect people to fill those crucial roles in your team. Here are some top-notch options.

• Promotion from Existing Team Members

Look no further than your own backyard! Your current team members already know the ins and outs of your business and culture, so promoting from within can be a great option. 

If you are just starting out, this would not be a great option for you, look outward.

• Personal Network

Your connections can be a goldmine for finding top talent. Reach out to friends, colleagues, mentors, and advisors and let them know you’re on the lookout for experienced executives. They might have just the right person in mind or be able to introduce you to someone who fits the bill perfectly.

It could even be your clients. I have hired people who were once a valuable client and decided to become part of the executive team.

• Executive Search Firms

When you need to cast a wide net and find the best of the best, executive search firms are your go-to. These experts specialize in hunting down top-level talent and have access to a vast network of experienced candidates.
Here is a list of executive search firms.

• LinkedIn

This professional networking platform is a treasure trove of talent, with millions of professionals from every industry imaginable.
To find the right executive candidates on LinkedIn, start by refining your search criteria based on industry, job title, and experience. Then, reach out to potential candidates with personalized messages highlighting the opportunity and why they’d be a great fit. Utilize LinkedIn’s messaging feature to engage in conversations and build relationships.

The Hiring Executives Process You Should Know

1. Create Job Analysis and Job Description

First things first, you’ve gotta craft job analysis and descriptions to clarify expectations, attract suitable candidates. It helps you clarify who you need as well.  I conclude what to do and how to do when creating job analysis and descriptions

• Start with Research
  Before drafting the job analysis and description, gather information about the role by consulting with relevant stakeholders, such as department heads. Understand the purpose of the role, its responsibilities, and how it fits into the overall organizational structure.
• Identify Key Responsibilities
  Break down tasks into specific, actionable items to provide clarity for potential candidates. Focus on essential functions that are critical to the success of the role.

• Define Qualifications and Skills
  Differentiate between “must-have” and “nice-to-have” to prioritize essential criteria. Include both technical skills and soft skills relevant to the role.
• Specify Educational Requirements
  This may include degrees, diplomas, licenses, or professional certifications relevant to the industry or specific job functions.
• Consider Experience Levels
  Determine the level of experience required for the position, whether it’s entry-level, mid-level, or senior-level. Clearly communicate the expected years of experience and any industry-specific experience desired.
• Include Reporting Structure
  Outline the reporting structure for the role, including who the position reports to and any direct reports the role may have. Clarify lines of communication and accountability within the organization.
• Highlight Company Culture and Values
  Provide insight into the company culture, values, and work environment to attract candidates who align with the organization’s ethos. Describe the company’s mission, vision, and core values to appeal to candidates who share similar beliefs.
• Use Clear and Concise Language
  Write the job description using clear, concise language that is easy to understand. Avoid jargon or industry-specific terminology that may be unfamiliar to candidates. Use bullet points and short paragraphs to improve readability.
• Review and Revise
  Review the job analysis and description carefully before finalizing it. Seek feedback from relevant stakeholders to ensure accuracy and completeness. Revise as needed to reflect any changes or updates to the role.

2. Screen Applications

Once the job posting goes live, the applications will start pouring in. Now comes the fun part—sifting through them all to find the cream of the crop. You’ll wanna look for candidates who meet the initial criteria. I summarize some tips to screen applications.

• Establish Clear Screening Criteria
  Before reviewing applications, establish clear criteria based on the job requirements, qualifications, and skills outlined in the job description. This will help you focus on relevant factors and quickly identify suitable candidates.
• Use an Applicant Tracking System (ATS)
  Consider using an ATS to manage and streamline the application screening process. An ATS can automate tasks such as resume parsing, keyword matching, and initial screening based on predefined criteria, saving time and effort.
• Focus on Key Qualifications
  Look for candidates who meet the essential criteria for the role, such as specific technical skills, certifications, or years of experience.
• Assess Relevant Experience
  Look for candidates who have demonstrated success in similar positions or industries.
• Check for Cultural Fit
  Look for indications of cultural fit in their resumes, cover letters, and any additional materials submitted with their applications.
• Consider Additional Materials
  Review any additional materials submitted by candidates, such as portfolios, work samples, or references. These materials can provide further insights into candidates’ skills, accomplishments, and suitability for the role.
• Utilize Assessments
  Consider administering a brief assessment, such as a personality test like MBTI to gather initial insights into candidates’ personality traits, preferences, and working styles. This can help you identify candidates who are likely to be a good fit for the role and the organization’s culture.

3. Interview

Qualified candidates will be invited to interviews to see if they’ve got what it takes to rock the role. Depending on the position and your preferences, interviews could take many forms, from one-on-one chats to panel discussions and even role-playing exercises.  Here are some recommended questions to interview executives specifically. 

• Leadership and Management Style

• • • How do you empower and motivate your team members to achieve their full potential?
    • Can you provide examples of how you’ve successfully led teams through challenging situations or changes?

• Strategic Vision and Planning

• • • How do you stay abreast of industry trends and market developments to inform strategic decision-making?
    • Can you discuss a time when you developed and implemented a successful long-term strategic plan?

• Team Building and Talent Development

• • • What strategies do you use to foster a culture of collaboration, innovation, and continuous learning?
    • Can you share examples of how you’ve built high-performing teams and developed future leaders?

• Decision-Making and Problem-Solving

• • • How do you approach decision-making in high-pressure situations or when faced with ambiguity?
    • Can you discuss a complex problem or challenge you encountered in your previous role and how you resolved it?

• Communication and Stakeholder Engagement

• • • How do you effectively communicate your vision, goals, and expectations to stakeholders within and outside the organization?
    • Can you share examples of how you’ve built strong relationships with key stakeholders, including board members, investors, clients, and employees?

• Track Record and Achievements

• • What are some of your most significant accomplishments or contributions in your previous executive roles?
  • How do you measure success in your current or previous positions, and what metrics do you use to track progress?

4. Select the Right One

After all the interviews are said and done, it’s time to pick your winner! The hiring team will huddle up and evaluate each candidate based on their skills, experience, cultural fit, and potential for growth within the organization. It’s kinda like assembling your dream team, so choose wisely! Here is another blog shows you how to differentiate between a superstar and a super-talker.

5. Reference and Background Checks:

Before you pop the champagne and send out that job offer, there’s one last step—reference and background checks. You’ll wanna make sure your top candidate is the real deal.  

• Reference Checks

• • Direct Contact
    Candidates provide contacts, which may include former supervisors, or professional contacts. You could ask questions about the candidate’s job performance, work ethic, and character.
  • Written References
    Candidates provide written references, which are typically in the form of letters or emails from previous employers or professional contacts.
  • Reference Checking Services
    Some companies offer reference checking services where they contact references on behalf of the employer to verify information and provide feedback.

• Background Checks

• • Employment Verification
  • Education Verification
  • Criminal Background Checks
  • Professional License Verification
  • Third-Party Background Screening Services
• Online Research and Social Media Screening
  It provides insights into candidates’ professionalism, reputation, and alignment with company values. but employers must be mindful of privacy and discrimination laws when using this method.

6. Send the Offer

Once everything checks out, it’s time to seal the deal! The organization extends a formal job offer to the selected candidate, complete with all the juicy details like salary, benefits, start date, and any other terms and conditions of employment. It’s like getting the golden ticket to the chocolate factory—exciting stuff! 

Conclusion

Congratulations on completing this journey to enhance your team by hiring executives! I have covered almost everything from when you should find the executive to how to find the right one.  You’ve gained valuable insights. Now, take the next step in streamlining your hiring process with our talent acquisition tool.
It is designed to assess candidates’ personality, work habits, and more, it ensures you build a team that’s not just skilled but also aligned with your company culture. With this tool in your arsenal, you’re equipped to make informed hiring decisions and take your business to new heights. Let’s get started!