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Roadmap Your Senior Leader Selection: Step 1. Focus

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In the current VUCA environment, if organisations are to outdo their competition and grow market share, they need the right senior talent in the right roles. Why is it then that so many organisations don’t apply the necessary discipline and rigour when making senior level appointments?

Learn what can be done to minimise the risks within the recruitment process and maximise the chance of getting the right senior leaders on board.

Read trends in the current state of recruitment and selection and learn three best practices for re-focusing your senior leader selection process.

Published in: Business
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Roadmap Your Senior Leader Selection: Step 1. Focus

  1. 1. 1 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.1 Roadmap Your Senior Leader Selection Step: FOCUS1
  2. 2. 2 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.2 In the current VUCA* environment, if organisations are to outdo their competition and grow market share, they need the right senior talent in the right roles. * Volatility, Uncertainty, Complexity, and Ambiguity
  3. 3. 3 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.3 Makes sense? Of course…. Why is it then that so many organisations don’t apply the necessary discipline and rigour when making senior level appointments?
  4. 4. 4 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.4 A study by The Boston Consulting Group (BCG) found that effective recruitment delivers the greatest return on investment when compared to other human resource practices*. Ineffective recruitment, on the other hand… * 2012 BCG/WFPMA proprietary web survey and analysis
  5. 5. 5 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.5 That’s $250,000 for a senior executive with a salary of $100,000. OUCH! For C-level executives the cost quickly moves in to the millions. an organisation approximately the employee’s salary.* x 2.5 * 2013 Survey by The Australian. A bad hire could cost
  6. 6. 6 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.6 A recruitment or hiring process works best when designed as a funnel —with multiple steps and tools ordered in a well-planned sequence. INITIAL SCREENING SECOND/ FINAL INTERVIEW ASSESSMENT CENTRE AND/OR TEST JOB OFFER STRONG START TARGETED SELECTION® INTERVIEW
  7. 7. 7 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.7 STRONG START At each stage, information is captured to screen out those less likely to succeed. With each progressive step, the organisation increases the likelihood of finding the individual who is both right for the role and right for the organisation. INITIAL SCREENING SECOND/ FINAL INTERVIEW ASSESSMENT CENTRE AND/OR TEST JOB OFFER TARGETED SELECTION® INTERVIEW
  8. 8. 8 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.8 In recent years, there have been significant developments in the area of recruitment and selection. BUT Most have focused on candidate sourcing. (The first stage of the funnel)
  9. 9. 9 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.9 The advent of technology tools and social media have enabled organisations to expand their range of sourcing options and in many cases drive more effective and efficient recruitment.
  10. 10. 10 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.10 But…
  11. 11. 11 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.11 While sourcing is an essential part of the recruitment funnel, research confirms it’s what happens after sourcing that can determine the success or failure of a recruitment process…* And impact the bottom line for business. *Global Selection Forecast (2012), Development Dimensions International.
  12. 12. 12 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.12 What can be done to minimise the risks within the recruitment process and maximise the chance of getting the right senior leaders on board? So…
  13. 13. 13 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.13 In this series of guidebooks, we will explore the approaches and techniques you can use to drive effective senior leader selection. We will look at three critical success factors: Focus | Data | Insight
  14. 14. 14 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.14 Let’s start by redirecting your selection Here’s how… FOCUS.
  15. 15. 15 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.15 Focus on YOUR business1
  16. 16. 16 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.16 Context matters and to drive effective senior leader selection its important to link. YOUR talent decisions to YOUR business priorities. In other words, what are you asking your senior leaders to do: open a new global market, drive market share, or bolster innovation? 1
  17. 17. 17 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.17 At DDI, we incorporate context via Business Drivers. Business Drivers are the leadership and business challenges that senior leaders MUST conquer in order for successful execution of your strategic and cultural priorities. 1
  18. 18. 18 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.18 A clear understanding of the business drivers for a role or function allows you to pinpoint the underlying competencies and personality patterns that a senior leader must possess to be successful in that position. 1
  19. 19. 19 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.19 To illustrate, let’s say your organisation is looking to drive product innovation. Individuals who are competent in leading change and empowering their teams will be successful in executing on this strategy. To create a culture of innovation, they also need a compatible personality: a knack for driving others vs. a tendency for indecisiveness. 1
  20. 20. 20 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.20 Once you focus on WHERE your business wants to go, you can then focus on WHO will take it there. 1 Ready?
  21. 21. 21 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.21 Focus on a COMPLETE picture of success 2
  22. 22. 22 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.22 The golden rule of talent decisions: “If you don’t know what you are looking for you’ll never find it.” 2
  23. 23. 23 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.23 2 Once you’ve identified your Business Drivers, the next step is to consider the: competencies (what they can do) and knowledge (what they know) experiences (what they have done) and personality factors (who they are) that underpin success in a particular role.
  24. 24. 24 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.24 This is what DDI calls a Success ProfileSM 2 WHAT PEOPLE KNOW WHO PEOPLE ARE WHAT PEOPLE CAN DO WHAT PEOPLE HAVE DONE
  25. 25. 25 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.25 Comprising the Success ProfileSM are the criteria against which an individual will be assessed during the recruitment process. To obtain a complete picture of success, a variety of tools and processes will be necessary. 2
  26. 26. 26 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.26 Focus on BALANCE and RIGOUR in the recruitment process 3
  27. 27. 27 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.27 In recent times the Australian market has put a differential focus on techniques for sourcing highly-skilled talent.* Yet, remember the research: Most hiring mistakes can be traced back to the latter stages of the recruitment process… the selection stages* 3 *Global Selection Forecast (2012), Development Dimensions International.
  28. 28. 28 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.28 Without an appropriate focus on these selection stages, mistakes will happen. The results: insufficient data to make a decision, decisions driven by “gut feel,” candidates who overpromise on their capabilities, and too much focus on technical skills at the expense of motivational fit *Global Selection Forecast (2012), Development Dimensions International. 3
  29. 29. 29 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.29 An effective recruitment process will address two fundamental needs: Balance and Rigour 3
  30. 30. 30 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.30 Balance The coverage to ensure that decisions address all relevant criteria, including an individual’s capacity to do the job and their desire to work in the role and organisation. 3
  31. 31. 31 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.31 Rigour The discipline to ensure that decisions are based on robust data and insights. 3
  32. 32. 32 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.32 LET’S RECAP
  33. 33. 33 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.33 Effective Senior Leader Selection starts with FOCUS Focus on YOUR business Focus on a complete picture of SUCCESS Focus on BALANCE and RIGOUR in the recruitment process 1,2,3
  34. 34. 34 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.34 What Next? Now you know WHAT you’re looking for, let’s find the WHO. Gather data to improve senior-leader selection; coming soon in our next-in-the-series guidebook [Step2].
  35. 35. 35 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.35 Contact DDI to learn how to drive effective senior leader selection: 1800 035 604 or info.au@ddiworld.com Click for more information and to start to focus on … Your Business A complete picture of success The research Rigour and Balance

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