| Message from Tim Bernstein |
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Is your leadership team complete and able to lead your organization through this strange, new economic and cultural frontier? Do you need to fill a leadership position to complete your team?
Is your team a team or is it a group of silos? Does the executive leadership work seamlessly together across all departments for the purpose of achieving God's purpose? Are you looking for a new executive pastor, CFO, small group pastor, or children's pastor to compliment your team?
Is your team actively seeking opportunity, innovating change, and taking action to live out the organization's vision during this time of reduced budgets? Do you need someone to help lead your team forward?
Let Ardent Search Company partner with you to find innovative, creative, experienced and determined leaders who will instinctively adapt and find new ways to accomplish the mission of your organization.
Ardent Search Company (www.ardentsearchco.com) is a flat fee ($25,000), all expenses included, retained search firm dedicated to finding the best talent at the tier two and three level for churches, Christian non-profits, and Christian-influenced, secular organizations.
Let us know how we might be of service.
tim@ardentsearchco.com |
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How To Avoid A “Bad” Hire
…due to a misfit with the corporate culture |
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In today's market, filling a senior level position with candidates having the right experience isn't hard. However, having the right experience and skills does not guarantee success. In fact, the largest reason anyone fails in a job is not ability...it's attitude and how well the person fits the style or culture of the existing management team. Most hiring authorities understand the culture of their own organization, but if they do not understand the importance of a candidate's values, management style and personality, they might benefit from the following insights.
When interviewing a candidate, ask about the environment in which the candidate has worked. Don't forget to ask the same questions when interviewing the candidate's references. Some useful questions include:
- Which places did you like best and what was unique about those environments?
- What environments did you like least and what were those characteristics?
- How well did you perform in the different environments?
- How casual or formal was the workplace environment? (Were people on first-name basis? Was a coat and tie required? Was having a large office or a reserved parking space important?)
- How were results measured? (Was it important to have "face time" and work 60+ hours a week? Could workers telecommute? Was it okay to take an afternoon off to attend a child's award assembly?)
- What did you like and dislike about your past supervisors?
The responses you receive will give an indication of the candidate's values and management style and how well they will match with your particular employment environment.
Allowing the top candidate to meet with the peers and direct reports individually (and confidentially) will help the candidate understand the environment, culture and expectations of your organization.
Another useful tactic is to invite the candidate and spouse to dinner with the hiring supervisor and spouse. In this more relaxed environment, the candidate and supervisor will likely get impressions about one another that might have been suppressed during formal interviews.
With these steps, the superior and the candidate should be prepared to make a better-informed decision on whether the candidate should join the team, and the likelihood of the employment relationship lasting This process takes time – it's even laborious. But finding the right person is so important that these are vital steps to consider. |
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