Hiring for a director-level or other senior management position has its own specific requirements. What makes hiring top managers different from hiring standard employees, and which aspects deserve greater attention?
Job ad on its own is probably not enough
As HR Magazine states, recruitment of candidates for top management positions differs from that for regular employees. A job post on a portal is unlikely to suffice: you need to leverage your professional network and often actively reach out to candidates whom you and company management agree to approach.
Different legislation
Bear in mind that legislation related to hiring and employing top managers may be specific. For example, in the Czech Republic the probationary period for managers (executive employees) can be set for up to eight months. This duration is encoded in labour-related legislation and is longer than for regular employees. Carefully study all such legal specifics in advance.
Soft skills are absolutely essential
Alignment with company values, experience in leading people, empathy or the ability to fit in with the team on a human level: all these are important for any employee. However, for top managers, they are absolutely essential. Soft skills often determine whether a manager is successful or not.
Involvement of top management in the selection process
By definition, various people on the employer’s side are involved in the selection of a top manager. These can include directors, managers or even board members.
More complex negotiations about compensation and terms
Standard employment contracts and templates used for regular employees may be insufficient when hiring a top manager. Provisions such as confidentiality agreements, non-compete clauses or a golden parachute are more common at this level. It may therefore be necessary to involve a corporate lawyer in negotiations and document preparation.
Greater investment in recruitment
As the above points suggest, hiring a top manager usually requires significantly more resources, time and effort than hiring a standard employee. However, this is justified, as hiring an unsuitable top manager typically costs the company far more than an unsuccessful hire at regular employee level.
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