General recommendations for finding a director
Posted: Sat Feb 01, 2025 10:08 am
Let's give an example of how the main tasks can be identified:
We want to start selling subscriptions to our services in Switzerland, selling 100 pieces at a time – we need an assistant for this.
We want to develop the ecological side of our brand and become the first in the top ecological brands among women's clothing in Russia.
How to correctly describe the selection criteria for these requests:
Requirements for the candidate: do not go from one extreme to another. For example, you require that the specialist have a red diploma. But if he only needs it as a coaster for a mug, then it turns out that it is not needed. That is, the requirement must be justified.
Working conditions of the senegal email list candidate: it is important to indicate on the shore what awaits the employee during the activity. Remote work is quite popular and in demand now, and many companies generally let their employees outsource. But this is not included in your working conditions, or, for example, in addition to the main work there is a responsibility to organize leisure - it is necessary to note this immediately in order to avoid misunderstandings and clashes.
Financial capabilities of the candidate: be sure to inform about the factors that will determine the salary, what the real salary will be and the price range.
A call to action for a candidate: "We are waiting for your responses!" - will not be superfluous and even necessary to push an interested person to action. This point often remains unnoticed and ignored, but it is important in the search for employees.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
General recommendations for finding a director
Finding a manager is not an easy task. Sometimes it is a very drawn-out process. It is important to understand what methods will be used for the search and who will be involved in it. The only thing you need to understand in this matter is that there is no specific and effective method. In order for the search to be prompt and effective, you need to pay attention to the scope of your company's activities and the requirements for the future director. Based on this, you will already be able to clearly understand how to search for a future director - to search independently or to resort to the help of a recruiting agency.
With the search for a manager with the help of recruiting agencies, everything is very clear - they will definitely find you a suitable candidate. But here the question arises in the cost of such an effective method. It can reach 10 months' salary of the future specialist, and here it is worth thinking about the need for such a service. On the other hand, if you have tight deadlines and in general the price does not matter, or you do not have your own HR, then why not, it is quite effective.
If the company has its own HR, then in the process of searching for a new director, his cases will be the initial source to which you need to turn. This means that specific and reasonable goals that have most likely been achieved earlier should be considered. In summary, the best outcome in the search for a potential director is maximum transparency of his professional activity before.
Let's say we need to find a specific specialist, for example, find a marketing director. How to find such a director? The most important thing is the availability or collection of information. It is necessary to consider resumes in which there is enough interesting and sensible information, for example, information on the implementation of the work plan or revenue indicators.
In addition, it is important to find confirmation of the information received so that it does not turn out to be false. This can be obtained from managers or just colleagues, even better from subordinates. For reliability, the facts can be clarified with counterparties.
If the confirmation received satisfies your wishes and the sensible information really corresponds to reality, then it is necessary to test the future director. It is necessary to prepare a task that will reflect the tasks that need to be completed at work. For example, you can ask the candidate to plan his further actions in your company for the nearest future, for example, for the first 2 months of work, 3-4 days in advance.
Organize a familiarization tour of your organization for the future director. Introduce him/her not only to future responsibilities, but also to future colleagues. Then find out from your employees their opinion of the candidate.
Read also!
"Marketing Tips: How to Show That Your Product is the Best"
Read more
Some employers use quite interesting methods for error-free personnel selection. They resort to a "lie detector" that helps to make sure of the candidate's pure intentions and not doubt them.
There are currently a lot of platforms for personnel search. For example, HeadHunter is a well-known platform for job search and, accordingly, employees. But in addition to this service, there are other sources where you can find the right person. LinkedIn or Executive are professional social networks. They show the network of professional contacts quite well.
In conclusion, I would like to note the following important rule: if you have questions for the candidate on any of these points or even at the stage of reviewing his resume - say goodbye and do not waste time. A worthy director is, first of all, confidence for employees and support for the company, so there is simply no room for any doubts.
We want to start selling subscriptions to our services in Switzerland, selling 100 pieces at a time – we need an assistant for this.
We want to develop the ecological side of our brand and become the first in the top ecological brands among women's clothing in Russia.
How to correctly describe the selection criteria for these requests:
Requirements for the candidate: do not go from one extreme to another. For example, you require that the specialist have a red diploma. But if he only needs it as a coaster for a mug, then it turns out that it is not needed. That is, the requirement must be justified.
Working conditions of the senegal email list candidate: it is important to indicate on the shore what awaits the employee during the activity. Remote work is quite popular and in demand now, and many companies generally let their employees outsource. But this is not included in your working conditions, or, for example, in addition to the main work there is a responsibility to organize leisure - it is necessary to note this immediately in order to avoid misunderstandings and clashes.
Financial capabilities of the candidate: be sure to inform about the factors that will determine the salary, what the real salary will be and the price range.
A call to action for a candidate: "We are waiting for your responses!" - will not be superfluous and even necessary to push an interested person to action. This point often remains unnoticed and ignored, but it is important in the search for employees.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
General recommendations for finding a director
Finding a manager is not an easy task. Sometimes it is a very drawn-out process. It is important to understand what methods will be used for the search and who will be involved in it. The only thing you need to understand in this matter is that there is no specific and effective method. In order for the search to be prompt and effective, you need to pay attention to the scope of your company's activities and the requirements for the future director. Based on this, you will already be able to clearly understand how to search for a future director - to search independently or to resort to the help of a recruiting agency.
With the search for a manager with the help of recruiting agencies, everything is very clear - they will definitely find you a suitable candidate. But here the question arises in the cost of such an effective method. It can reach 10 months' salary of the future specialist, and here it is worth thinking about the need for such a service. On the other hand, if you have tight deadlines and in general the price does not matter, or you do not have your own HR, then why not, it is quite effective.
If the company has its own HR, then in the process of searching for a new director, his cases will be the initial source to which you need to turn. This means that specific and reasonable goals that have most likely been achieved earlier should be considered. In summary, the best outcome in the search for a potential director is maximum transparency of his professional activity before.
Let's say we need to find a specific specialist, for example, find a marketing director. How to find such a director? The most important thing is the availability or collection of information. It is necessary to consider resumes in which there is enough interesting and sensible information, for example, information on the implementation of the work plan or revenue indicators.
In addition, it is important to find confirmation of the information received so that it does not turn out to be false. This can be obtained from managers or just colleagues, even better from subordinates. For reliability, the facts can be clarified with counterparties.
If the confirmation received satisfies your wishes and the sensible information really corresponds to reality, then it is necessary to test the future director. It is necessary to prepare a task that will reflect the tasks that need to be completed at work. For example, you can ask the candidate to plan his further actions in your company for the nearest future, for example, for the first 2 months of work, 3-4 days in advance.
Organize a familiarization tour of your organization for the future director. Introduce him/her not only to future responsibilities, but also to future colleagues. Then find out from your employees their opinion of the candidate.
Read also!
"Marketing Tips: How to Show That Your Product is the Best"
Read more
Some employers use quite interesting methods for error-free personnel selection. They resort to a "lie detector" that helps to make sure of the candidate's pure intentions and not doubt them.
There are currently a lot of platforms for personnel search. For example, HeadHunter is a well-known platform for job search and, accordingly, employees. But in addition to this service, there are other sources where you can find the right person. LinkedIn or Executive are professional social networks. They show the network of professional contacts quite well.
In conclusion, I would like to note the following important rule: if you have questions for the candidate on any of these points or even at the stage of reviewing his resume - say goodbye and do not waste time. A worthy director is, first of all, confidence for employees and support for the company, so there is simply no room for any doubts.