Strategic Recruitment with John Hale

As a conference speaker and strategic leadership expert, I hear from CEOs who have to cope with a ‘tail that wags the dog’ when it comes to strategy implementation.

CEO’s repeat that their experienced team is experienced. However, the talent, commitment, and adaptation required to execute a new strategy are sometimes lacking. Each round of strategic enhancement will need new skills.

Here are three tactics for enhancing strategic recruitment…

Step 1.  Anticipate, anticipate and anticipate.

Regularly perform an in-depth analysis of long-term staffing needs, based on your forward-looking strategic business plans. Hiring without the strategic plan in front of you is a plan for failure.

Keep asking yourself, ‘why do we need this person?’

Step 2. Specify, specify and specify.

Specify the competencies required for each position you fill. Hiring people you like the look of without a concise job description spells disaster. If you do not know what a new hire or an existing team member’s specific responsibilities are, chances are they will not either!

Keep asking yourself, ‘what should this person do each day?’  

Step 3. Choice, choice and more choice.

Cast a wide net to attract candidates, by looking both inside and outside the organization, for the right people for every job. Leave no stone unturned. Clients, who excitedly land a fresh candidate, sometimes call me for help or approval. I often reply, ‘A choice of one is no choice at all!’ Develop pools of candidates for each position, by asking all stakeholders – from board members to customers for suggestions. The ocean for talent is enormous. So, fish with a net and not a rod.

Keep asking yourself, ‘How can I become an expert at fishing?’

2018-05-10T15:52:01+10:00Categories: Leadership, Strategy|Tags: |

Oh, No, No No, Not Again with John Hale

Are people changes needed in your business any time soon?

Here are three neat questions to ask yourself about those employees who need more managing than the others. Remember, the best employees manage themselves, which frees up your time and energy to get on with strategic issues.

  1. Could this person perform better, if they were moved into another role?
  2. If this person resigned today, would you feel really disappointed?
  3. Knowing what you know, would you hire this person again?

No, no and no means it’s time for them to go! Once you know a people change is needed… Act.

2018-05-07T20:25:24+10:00Categories: Strategy|Tags: |

Cast a Wider Net with John Hale

Three steps for getting recruitment right.

As a speaker and strategy advisor, time and time again, I hear from CEOs at the strategy implementation stage, who have to cope with a ‘tail that wags the dog’.  Experienced employees are indeed experienced. However, the specific competencies required to execute the new strategy are often lacking, along with a genuine commitment by some staff to adapt and evolve.  New people and talent are needed with each round of strategic enhancement.

Key steps for getting recruitment right are:

Step 1.   Anticipate, anticipate and anticipate. Regularly perform a deep analysis of long-term staffing needs, based on your forward-looking strategic business plans. Hiring without the strategic plan in front of you is a plan for failure. Keep asking yourself, ‘why do we need this person?’

Step 2.  Specify, specify and specify. Identify and then specify the competencies required for each position you fill. Hiring people you like the look of without a concise job description spells disaster. If you don’t know what a new hire or an existing employee’s specific responsibilities are, chances are they won’t either!

Step 3.  Choice, choice and more choice. Cast a really wide net to attract candidates, by looking both inside and outside the organization, for the right person for each and every job. Leave no stone unturned. Clients, who excitedly land a fresh candidate, sometimes call on me for help or approval. My standard reply is, “A choice of one is no choice at all.” Develop pools of candidates for each position, by asking all stakeholders – from board members to customers for suggestions. The ocean for talent is enormous. Become an expert at fishing it.

2018-05-07T20:25:24+10:00Categories: Strategy|Tags: , |