Top 10 Qualities to Look for in Executive Candidates
Effective leadership is vital as employees who are managed well, are not only likely to be happier, healthier and feel more fulfilled, but are also more likely to drive increased productivity as well as improved products or services, and drive innovation.
Struggling with what to look for when hiring executive level positions? We’ve got you covered with the top 10 qualities to look for in executive level candidates.
While technical and hard skills are extremely important when hiring Senior and Executive level talent, the importance of these qualities should be on your radar while you’re conducting interviews to try to secure the right candidate for that new Executive Leader position for your business.
A good leader needs to be able to communicate well within their team as well as cross-functionally, especially as research has shown that 61% of employees leave jobs due to poor internal communication.
Those most committed to the mission and goals of the company 67% more likely to say they are likely to stay at their jobs than employees who aren’t, so having a leader who is able to clearly communicate the company’s mission and vision to their team and help them understand the importance of their role is vital for an Executive level candidate.
While all businesses will inevitably go through highs and lows, having a leadership team that are resilient and open to change are key to navigating the low points.
Look for Executive level candidates who are easily adaptable and embrace change are key, these candidates need to be able to support their team through transitional periods and motivate them to be resilient through low business periods.
The ability to inspire a workforce is another underrated quality in a Executive level candidate. While many works might be motivated, self- motivation can eventually run out so having a team leader that can inspire others and help others to understand business goals can be motivating for the rest of the team.
It’s thought that motivated employees contribute to 21% greater profitability and those teams who score in the top 20% for engagement experience a 41% reduction in absenteeism. So having a leader with the ability to inspire and motivate should be vital when searching for Executive level candidates to join your business.
For Senior and Executive level leaders, the ability to make informed, timely, and strategic decisions is essential. These leaders often face complex challenges where their choices can have significant consequences for the organisation.
Executive candidates should demonstrate a proven track record of assessing risks and benefits effectively, using data-driven insights and their professional expertise to make sound decisions.
It is vital to seek candidates who can remain composed under pressure and avoid decision paralysis, as delays in critical decision-making can negatively affect the entire business.
Executive candidates must be open-minded and capable of considering new opinions and perspectives from individuals at all levels of the organisation.
To solve problems and navigate new situations effectively, an open-minded executive fosters an inclusive culture where innovative ideas are welcomed.
This not only leads to better decision-making but also enhances employee engagement and collaboration. A leader who embraces diverse perspectives is better positioned to adapt to changing business environments and capitalise on new opportunities.
Executive-level candidates are forward-thinking and able to come up with innovative strategies in order to solve problems that may arise, as well as identify new opportunities to take advantage of.
Innovation is vital in order to thrive in a competitive or rapidly changing landscape, so ensuring your Senior and Executive level candidates have this quality is important for the future of the business.
Having leaders with a growth mindset benefits both the business and their team. It can help leaders to inspire and motivate their teams, these leaders encourage professional development as they know it’s beneficial to both their team and the business as a whole. As a result, these leaders tend to build resilient and well equipped teams.
Leaders with a growth mindset have a higher likelihood of being successful in their roles because they are better equipped to handle challenges and setbacks, as well as bounce back from failures. These leaders are more open to receiving feedback and are willing to learn from mistakes.
Risk management is another vital trait that you should look for when hiring Senior and Executive level candidates. Risk management is important for leaders as it helps them identify and mitigate against risks, challenges or potential threats to the organisation.
As a result, leaders with this trait are often better equipped for different scenarios and build trust more easily with their team, even during challenging periods.
While it’s almost impossible to be a jack-of-all-trades, having knowledge and understanding of other functions within a business is something that you should be looking for in a Senior and Executive level candidate.
Leaders who have prioritised cross-functional knowledge tend to be better communicators, have greater knowledge about how business operations and a better understanding of time frames and how long different activities will take within different departments when it comes to cross-functional projects.
Leaders with great empathy skills tend to build stronger relationships within their teams, as a result, they’re more likely to create a positive work environment – which contributes towards improving their team’s performance, creating a happier workforce and reducing turnover.
If you’re taking your business through a change period, having a leader with good empathy skills is key, as these leaders tend to be better at helping employees adapt to change as leaders understand the uncertainties that change might bring for their team.
Looking for some help hiring out your Senior and Executive team? Get in touch and experience the T2M approach for yourself.