5 of the Best Tips for Recruiting and Hiring CEOs Post-COVID

The COVID-19 pandemic has affected job opportunities in many industries. Yet, it is still impacting the recruitment sector. One area this situation has impacted is the hiring of chief executive officers (CEOs).

Some leaders are losing jobs, and many more are changing positions due to the pandemic. As a result, many companies are now recruiting new CEOs to take over the leading position.

Here is a look at what methods companies are using to recruit top-tier employees, and how savvy CEOs can leverage knowledge of those methods during the recruitment process to increase the likelihood that they will be successful in their own job searches.

1. Working with Tech-Adapted Employees

Most firms are adapting to technology in the workplace. This means that onboarding executives must be ready to work with it. Leaders in many companies are using modern innovations to achieve business goals as technology is increasingly being used to improve relationships among employees and with clients.

Thus, any leader who desires to join a particular company has to know which technological tools are already in use by the organization and be able to demonstrate familiarity and competency with those instruments. Even better if they can build upon how those apps are being used and introduce new processes, functionalities, or related innovations.

2. Being Comfortable with Remote Interviews

Since the economy has begun to recover post-pandemic, employees have demonstrated an increasing propensity to leave their current employers in search of more meaningful work and a better work-life balance. Economists are referring to it as the Great Resignation, and it doesn’t seem to be confined to entry-level or middle-management.

According to a recent WittKieffer survey, 95 percent of executives were open to the possibility of new roles. And has as a result of the coronavirus, companies are changing how the interview process is taking place, even for the C-suite. Today, an increasing number of employers are opting for video interviews as opposed to in-person meetings, even for the later rounds.

This means that anyone hoping for career mobility must adapt to this change. This includes seeking coaching if they are uncomfortable with online or video platforms or if they receive feedback indicating they come across differently through these media than they do in person. It is important to come across as genuine and comfortable in these venues.

3. Being Comfortable with Expanded Roles

The global crisis is also transforming most roles in companies. Leaders now have more to handle than they did before. Programs are searching for more skilled and experienced leaders. Leaders need to come up with ways to expand their skills. This may include seeking additional education or certification or taking on more responsibilities.

4. Experience Successfully Leading Others Remotely

As more companies explore remote work, leaders need understand the dynamics of leading from afar. Although some companies are stressing a return to the brick-and-mortar office, others are reevaluating their processes to see if remote work-or at least a hybrid model-can be factored into a long-term strategy. Indeed, employees are demanding it.

The more commonplace remote work becomes, the more imperative it will become for companies to hire leaders with experience effectively managing teams that are working remotely. This includes implementing effective time and project management; facilitating collaboration between individuals and teams; providing necessary and timely feedback; and maintaining momentum and morale. Essentially, a potential CEO needs to demonstrate a track record of managing teams deployed in various locations.

5. Being Able to Work under Pressure

It is not simple to work during a global crisis, despite efforts to return to normal. Hence, those in leadership roles need to ensure that the work environment is safe for all. Additionally, it suddenly became important to demonstrate flexibility and resiliency as well as the interpersonal skills necessary to foster new relationships and cultivate them over time, potentially without ever meeting people face-to-face.

Not only that, leaders were directed to do all this while continuing to meet critical company benchmarks. Amazingly, many of them were able to do it.

The skills gained during this crisis can be used to reduce employee pain points going forward. It is up to leaders to find ways their workers can continue to be successful in remote and hybrid work conditions. They should be helping workers familiarize themselves with modern technologies and new security measures.

Final Thoughts

While recruiting has certainly changed in the wake of the global pandemic, there are important lessons that have been learned. Recruiting and hiring C-Suite executives who understand how to lead during crises will be critical to the long-term success of top companies.

Originally published at http://jasonhanold.wordpress.com on August 2, 2021.