Here are my best tips for performing at your peak during an interview:
Recruiting practices should be evaluated at regular intervals. They should be relevant to the professional being interviewed and responsive to the market.
Here are three recruiting practices that should be overhauled when recruiting senior marketing and BD professionals into your firms. “Senior” here means the marketing and BD professionals who spend the majority of their time on strategy and management, namely, Manager, Senior Manager, Director and CMO.
Consider these alternatives:
Recruiting the senior marketing and BD professionals that are the right fit for both firm and individual is a challenge for any CMO or marketing team leader. Having the right process in place makes this much easier. It also makes you and your team and firm look qualified to be hiring the senior professional that you are.
Best practice recruiting involves two things: a sound strategy, and good execution of that strategy.
Earlier this year I outlined an approach to ensure best practices are applied when recruiting the interpersonal roles of professional services marketing and BD people. I now share some key factors to help implement that approach.
Recap on strategy
By way of a quick cap, an effective best practice recruiting approach to attract the right marketing and BD professionals includes:
Here are some ways you can ensure effective execution of this approach. Keep in mind that all of these require only minimal planning, and will ensure a seamless, sophisticated and thorough interview meeting process for all involved:
Interview meetings, and the whole process of conducting these meetings, is not easily done. There’s planning, logistics and effective execution to all happen at the right time. But importantly, you, at your firms, have to judge a candidate and make a call about whether they are right for you while they are doing the same in return. If you follow this approach and execute effectively, this hard decision does become a little easier. Make it as easy as you can: arm yourself with the right information and plan accordingly, involve the right people, and ask the right questions. You will then feel fully informed to make the right decision.
Best practice recruiting involves two things: a sound strategy and good execution of that strategy.
Applying recruiting best practices to the interpersonal roles of marketing and BD has never been more important. Rarely are personal attributes - from one’s style, approach and energy - as on display as they are in these roles. Marketing and BD roles are influential and highly visible, as they deal with many people each and every day. Getting someone who can have a positive interaction with each person at every turn is essential.
Many firms struggle to find the right people. A best practice helps to professionally and purposefully recruit the right marketing and BD people for your team and your firm.
This blog focuses on the first part of that best practice, namely, the strategy or plan. In a follow up blog, I will discuss how to effectively execute on that plan.
Part 1: An effective strategy
Use the above six-point strategy when you next need to hire. And then compare it with your old method to see where you noticed the value. Adding the right people to your team and to the future of your firm is the most important thing you can do. Commit to the strategy and have confidence that it yields the best results.
Kate Harry Shipham is the Principal of KHS People LLC, an executive search firm for BD and marketing people in professional services firms. Kate has done search and recruiting for 12 years and prior to that was an attorney. She loves what she does, and is always open to continuing the discussion: firstname.lastname@example.org