The prospect of recruiting a new manager or executive can make even the seasoned Human Resource or Talent Acquisition leader want to run as fast—and as far—as possible.
In many organizations, recruitment for top echelon positions is time-consuming, expensive and often even contentious when decision-makers aren’t on the proverbial same page.
Further complicating matters, success—as measured by whether the newly-hired
executive achieves intended goals and contributes to the bottom line—can’t be properly evaluated for weeks or months, if ever.
Furthermore, if that new hire under-performs, departs or flames out entirely, damage can be difficult to undo.
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