Looking for a driver? Stay objective!
Holding a leadership position will never be a cake walk. Its impact on the life of the company can be quantified, regardless of the area for which we are looking for the manager.
Whether it is an HR, finance, logistics or factory manager position, the change will be felt after the candidate enters. The question in this case is mostly whether it will be positive or negative.
Our experience shows that when we are commissioned to recruit managers, a parallel to professional expectations, the importance of human characteristics also appears. The candidate should be patient but firm. Be understanding, but demand results.
But how do we recruit such quality leaders? How do you do it? Who do you entrust with the task?
During our discussions, it became clear that the assistant pre-screening and first-round interview above one level is not the best solution. Hiring a senior colleague with experience in managerial selection can be a much better decision. The psychology of this is simple and understandable: a leader understands himself better with another leader, because somewhere they speak the same language. And of course you can throw in the idea of "be humble and go through the process too", but let's just think about which inquiry you take more seriously: if an assistant of a company writes to you, say on LinkedIn, to offer you a position, or let's say the same one of the managers of the company?
Not least the professional network is important, which expands with years of experience and work. So, before we start recruiting managers, it is definitely necessary to find the caliber of staff in the company who can carry this process through stably.
For example, company management also recruits here.
Yes, in the case of certain assignments, both of our company managers join the queue. We employ Péter Tokár, for example, in the case of factory director and engineering manager positions. Why? Because he has 25 years of business management experience and a degree in electrical engineering, of which he has been running a recruiting office for 20 years. And he doesn't just drive it, he also works in it. He already has so many successful projects behind him.
Ákos Pintye, who came to us from the world of directors of multinationals and took over the management of the service at TESK Group, perfectly understands the standards and expectations of multinational companies and helps in the processes where necessary.
For our partners we don't just recruit. We listen to them, we try to give advice even for projects in which we ourselves are not involved, but with our external point of view we can help to examine the processes objectively.
We must be aware of the exact expectations, the company's directions, and the characteristics of the employees there. We are looking for a piece of a puzzle in the person of the new leader, who must fit exactly.
And, just like the puzzle piece, it fits exactly where it belongs, the driver must also fit where it was originally needed, and it is not worth mixing several positions at the same time. You need to be able to prioritize the positions to be filled, set up a strategy, and proceed with it step by step.
As for the decision we must have a pre-compiled list, which contains the most important criteria that the future leader must meet. Why should the list be compiled before the start of recruitment? Because during recruitment, if there is no guiding thread, it is easy to lose direction, and by the end it will be a completely different profile than what we originally planned (based on a case that happened).
This will only confuse everyone and result in an unnecessary waste of time. In the case of management positions, "time is money" is an even more serious factor.
Our premium recruitment projects in this case, this is the basis for the start: a precise survey, based on which, as a first step, the professional manager makes a decision about who the project will belong to, who will be the most suitable consultant to carry out the task at TESK Group. Then we proceed step by step with the defined strategy, which we keep our client informed about. We work in a team, to a deadline.
If you are stuck in recruitment or have questions, contact us. Write to us using the form below!