This document discusses challenges in leadership hiring. It identifies key gaps between job seeker and recruiter expectations of leadership roles. When hiring leaders, credentials, character and competency must all be considered. Recruiters face issues assessing fit, filtering resumes properly, and managing candidate excuses. Non-traditional sourcing and flexible role mapping can help address these challenges. The document emphasizes selling opportunities well, managing expectations, and giving candidates a realistic picture to find the best leadership fits.

1. Issues
In
Leadership Hiring

2. leadership hiring
Can you guess challenges while …

3. 1: Gap between the expectation of the job
seeker and recruiter for a leadership role.
2: Key elements of success in a leadership
role.
3: Issues which HR managers face while
hiring for leadership positions.
The discussion will revolve around:

4. What Leadership All About??
The 3 pillars of Leadership are :-
1)Ability to see Future
2)Functional Competency
3)Charisma
Ideal leader should have all the above three
qualities. But its not mandatory.
One extra pillar :-
Energizing people that you are leading.
For Example :- Steve Jobs, Sachin Tendulkar etc.

5. Important Points To Understand
1: Are we able to assess that the person is close to
what we are looking for?
2: Is this the right person? Not only as a leader but
also as an individual?
3: Why not getting relevant responses on Job post?
4: Have you filtered the resumes properly?
5: How real you are good at expectation?
6: How much homework you’ve done on that industry?
7: Is the company on a growth phase or declining phase ?

6. What Matters the Most??
Credentials ??
Character ??
OR
Competency ??

7. Different Challenges Comes In Leadership
Hiring / Interview Process
The different kinds of excuses which we
get from the candidates:-
Bad Throat
Not Well
Travelling
It is very important for a candidate
what they want and also the company
what they offer.
It helps in saving the Time.

8. Hiring for Niche Skills
•Its not necessary to hire from good colleges
because we can get it from other small
colleges as well.
•Very strict way of sourcing can be wrong.
•Should not be very rigid towards the CTC.

9. Should address all the points in advance.
Characteristics you are looking for :-
•Be Flexible in candidate role mapping.
•Brand awareness missing in people
( Know about your client).
•Clarity of future roadmap.
•Opportunity canvas is not crisply defined
•Doubt about job security.
•Look for authority span of control & culture.
•Need multi taskers & Visionaries.
•Collaborators and co- creators.
Cookie Cutter Approach

10. •Sell the opportunity well.
•Help them visualize the canvas
of opportunity
•Organize meetups with founders for better
goal alignment.
•Align the expectations. Make everything clear.
•Be honest with the candidate.
•Give them the worst picture as possible.
(Because when they will be ok with the worst then
they will be surely happy with the best).
•Proper understanding of the requirement is very important.
•Give a proper picture to the candidate, what the company is
looking for.
•Ask the right questions.
•Good knowledge about the company’s culture, people etc.
•Company branding should be done.
How we bridge the Gap??

11. Must Have in Promising Recruiter
•Attitude
•Manage Failure
•Responsibility
•Development
•Communication
•Commitment

12. Key Ingredients of the recipe
(Cookie Cutter Approach):-
•Passion
•Ownership
•Eye on the goal
•Risk taking apetite
•No strict work boundaries.

13. How to do it Differently?
•New age Recruitment.
Sourcing (Social Media Networking).
•Employer Branding.
•Non Tier Based Hiring
•Best talent can come from Anywhere.

14. Let’s begin success journey!
“Success comes to those
who dare to think & work smartly”
Presented By: Garima Shukla
Courtesy: IIM Jobs