First the bad news. If you thought finding good entry-level help was tough in this troublesome talent market, try locating a chief technology officer, a director of operations, or even your successor. Recruiting is a challenge in this labor drought, and recruiting executives is even more taxing. A recent study by the consulting firm McKinsey & Co. observes that "companies are about to be engaged in a war for senior executive talent that will remain a defining characteristic of their competitive landscape for decades to come." The report's disconcerting conclusion? Most companies are ill-prepared for the executive recruiting challenge ahead.
Now the good news. You can find talented top dogs for your growing company. It's just going to take a little more flexibility, ingenuity, and patience than executive recruiting once did. Look within your organization, groom promising employees, beat the bushes outside your organization, comb the competition, and, by all means, do your best to hold on to the quality leadership you've already attracted. Not sure where to begin? Start right here with the best advice inc.com has to offer from fellow entrepreneurs, small-business experts, and even a psychiatrist.
Think twice before you recruit outsiders to grow your company. You may be better off filling the new positions with people you've trained yourself -- provided you have a plan for filling their current positions, says CEO and Inc. magazine columnist Jack Stack.
According to a new book, most companies consider recruiting an ad hoc process, with little planning and less thought of ramifications. To remedy this, the author offers a step-by-step process for solid hiring.
Holding out for the perfect job candidate may be frustrating, time consuming, and costly, but making a mistake in hiring can be disastrous. Consultant and psychiatrist Dr. Pierre Mornell offers some tips on finding the right person.