In the last 12 months a good proportion of my time has been spent recruiting for senior management roles, particularly leaders for B2B information businesses.
Appointing and interviewing candidates for a number of similar roles in a short (ish) period of time has lead to a series of commonalities emerging; a number of key qualities employers are really looking for, those that make good senior management candidates stand out from the field.
Here are my five key things to look for when recruiting for senior management roles:
Here’s a potentially concerning development all media owners would be advised to keep an eye on: this week, the Financial Times revealed ‘several’ mobile operators are proposing to lock advertising on their networks, with one European provider preparing to do so before the end of this year.
If you’re thinking of recruiting digital executives in the next 12-months, this could be a live issue with which they (and you) might have to deal.
Gamification is increasingly touted as a way for big firms to improve recruitment programmes, staff training and retention, but if the results of a recent survey are to be believed (and there’s no reason why they shouldn’t) wholesale uptake isn’t likely to happen any time soon.
The report – commissioned by people management firm Penna – found that far from rushing to bring gamification technologies in to their recruitment programmes, many companies have no interest in adopting its techniques.
In addition, the survey found, despite gamification currently being bang on-trend in the HR and recruitment sectors, 89 per cent of employees had never actually heard the term.
Gamification may be in vogue, but when Penna asked leading HR directors about its use in the workplace, and 70 per cent said it had never been used at their organisation.