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If you are having issues hiring top industry talent for your organization, you assume there is a problem with your recruiting process. But this is not always the case. There are other factors in play that could be preventing you from hiring and retaining rockstars for your organization.
Sometimes the issue can be with management. It can be how they conduct the hiring process or how they operate daily. If management is a problem in your company, word will get out and people will be reluctant to submit their candidacy for available positions.
We’re sure you’ve heard it before – employees don’t leave companies, they leave managers. The same logic applies to recruiting. Top talent wants to work for great management.
If you are struggling to find and retain top people, you need to look to management. Here are some important signs management is the issue you need to address:
1. Poor management philosophy: Your approach to how you manage people has a big impact on the appeal of your organization. It can also affect your reputation. Is your management philosophy dated? Are there things you need to improve? Spend some time reviewing your management philosophy to ensure it is in alignment with expectations from top industry talent.
2. Management does not listen: All employers want to feel valued and have their input heard. Does your management team take suggestions and concerns from employees seriously? Do they incorporate feedback? If they don’t, they are not creating an appealing environment for top talent.
3. Management is incompetent: Not everyone is cut out for management. For example, being a top sales rep doesn’t mean a person’s abilities will automatically transfer to being a good manager. If your organization does not have great protocols and processes in place to help your employees become good managers, you could face shortcomings at the management level. Again, this is not appealing to top-end talent.
4. Unilateral decision-making: Does management have sole authority to hire? This could create issues with hiring bias. Diversity in the hiring process is very important. Involve multiple people in the hiring process to account for a variety of perspectives.
IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Executive Search / Board & C-Suite, Technology, Media, Digital & Marketing, Accounting & Finance, Financial Services & Insurance, Cannabis, Startup, Data Science, Consumer, eCommerce & Retail, Operations & HR, Manufacturing, Supply Chain & Engineering, Legal & Professional Services, Pharmaceutical & Life Sciences, Non-Profit & Sustainability, and Sales. Click here to view current job openings and to register with us.
Stephen is a Partner and Practice Lead in the Accounting and Finance group. In 2011 Stephen purchased The London Group, and over the next several years built a small team and became a go-to recruiter for several mid-sized accounting firms. In 2016 the London Group merged with IQ PARTNERS, allowing Stephen to grow his accounting and finance recruitment practice under the umbrella of IQ PARTNERS.