In the competitive landscape of executive leadership, it’s not just about filling top roles; it’s about finding individuals who can significantly impact the efficiency and success of your team. As the founder of a strategic executive agency boutique service, placing leaders since 2012 starting with private equity COOs and CFOs, I’ve seen the transformative power of being selective in all aspects of talent acquisition.
The Value of Selectivity
Our firm targets hundreds of potential candidates to find just five or six exceptional ones over a period of weeks. This diligence is what differentiates a good team from a great one. Here’s why it’s essential to be selective:
1. Maximizing Executive Time: Roles that free up executive time are invaluable. These positions are not just about filling a seat but about enhancing the overall productivity and effectiveness of your leadership.
2. Case Studies Over Interviews: We highly encourage case studies because some people interview better than their actual performance on projects, and vice versa. Cultural fit with key stakeholders is crucial and can make or break a person in a role.
3. Timing and Fit: Even near-perfect candidates can falter if the timing isn’t right or if they need something unique that doesn’t align with the role. Flexibility is important, but it’s critical to ensure that adjustments meet the ultimate goals without creating additional issues.
Beyond Hiring: Selectivity in Partners and Employees
Selectivity should extend beyond hiring to include choosing partners and employees. Here’s why:
The Devil You Know: While there’s a certain comfort in working with someone you know to be an A player with whom you already have synergies, it’s essential to evaluate if this truly meets your current needs in terms of talent, culture, and timing. Often, settling for the “devil you know” is simply a shortcut.
Exploring All Options: If you know a person who is great, consider that there might be 12 more like them out there, and one of them could be uniquely suited for what you’re doing. The right fit can make all the difference.
Avoiding Shortcuts: Truly great talent and partners should not just be good; they should be the best fit for your specific needs. Taking shortcuts by relying on familiar faces might lead to missed opportunities for finding someone even better.
The Importance of Not Settling
I firmly believe in the uniqueness of leadership roles and the individuals that support them. However, I always encourage my clients not to settle. Here’s why maintaining high standards is vital:
• Impact on Success: These roles, whether leadership positions or supporting roles, have a significant impact on the success of your team and business. The right fit is essential.
• Diligence Pays Off: Our research team understands that diligence, intelligence, and realism can lead to finding the best fit. This meticulous approach ensures low margins for error.
• Cultural and Functional Fit: While it’s tempting to fill a role quickly, ensuring the candidate aligns with your culture and functional needs is paramount. The right person will elevate your team, while the wrong fit can cause disruptions.
Embrace Selectivity
Greatness in leadership and team performance often comes from maintaining a high bar for selectivity. Don’t feel bad about being overly selective. These roles are critical, and their impact on your organization’s success cannot be overstated.
Yes, it can be challenging when there are many capable people who could do the job, but remember, you’re looking for the perfect fit. Making sacrifices for the sake of filling a role quickly can lead to long-term challenges. Your team and stakeholders depend on your discernment, and your career is also a reflection of these decisions.
Maintain your selectivity. Embrace it. It’s the key to not just meeting expectations but exceeding them and driving your organization from good to great.
