As per the recent study, Businesses are investing more to deliver an exceptional customer experience. CXO professionals don’t only limit to satisfy the needs of customers, they even reflect employees work culture and branding of the respective business. Be it an MNC or a startup, nobody wants to go wrong with the recruitment of their core leadership team. Any deviation in the professional skills or any violation in the behavior of a CXO level person can do damage to the company that may take years to rebuild the reputation in the industry.
The higher the position, the tougher the decision making is. CXO hiring is a vigorous job and involves a complex process of recruitment, which is totally an expert’s job. Because you need an expert person who understands your business and is able to extract the best from the team.
Here are some of the challenges faced in CXO level hiring with their possible solutions –
Failure Rate
You will be surprised to know that the failure rate in CXO hiring is approx 40%. Which means you may have to hire a candidate for the same post every 12-18 months. This will not only affect the running projects but also the future contracts as a high number of companies go through your team profile and frequent change in high-level authority will impact an atrocious impression.
Finding and Convincing an Experienced Person
A post that requires so much of sincerity and responsibility definitely needs an experienced person. But the challenge lies in finding such a candidate. Forget about the candidate’s talent, first, you need to find and reach out to the correct expert in the right way. For that, you need to have that potential in yourself that you can convince the right resource to join your organization at the CXO level. Because when a person is working in the corporate industry for a long time it’s not easy to get him to where you want.
Interpersonal Skills
It’s not only the professional accomplishments that matter but also the person’s emotional intelligence. He/She needs to be a quick decision maker along with the understanding of how to make the team give their best in work. To judge all these qualities the recruiter must have a keen observation while looking at the past records. Apart from this many organizations rely upon the psychometric test to validate the candidate’s mental abilities and intuition to ensure if the individual is suitable for the role and is going to be the right hire.
Proactive Approach
Most of the organizations lack when it comes to a constant search for any hiring. Seeking the right one out needs your active search in both inside and outside your company. Different criteria are needed to find the promising candidate for Manager or CXO post. And you need to design it carefully in a way where you can evaluate the candidate from all aspects which are required for your business’ growth.
Authenticity and Vision
While hiring any CXO level personnel what you need to remember is this hiring is not just for now, but it’s going to give your company a long term result. The authenticity of the candidate should match the vision for your business. How to check that? Well, a candidate can win you over with just the right answer but only an expert recruiting executive will find out the truth beneath the answers.
The right candidate is found with the proper talent mapping and benchmarking which can be done by a professional executive firm. Hire a recruitment consulting firm that understands your business and follow a customized strategy for the perfect selection.
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