Recruitment & Selection Method for Managers


Recruiting and selecting managers requires a bit more tact and thorough analysis than hiring front-line employees or contractors. A company's success can hinge on the competence and leadership skills of its management team, making management selection one of the most crucial decisions for company growth and survival. Business owners and HR managers can choose from among various methods of recruiting and selecting managers to ensure that they find the most effective leadership for their organizations.

External Recruiting

A common method of recruiting managers is to look outside of a company, posting job advertisements in online directories, newspapers and other publications. This method can require an extensive period of time to find an ideal candidate, and the human resources department is likely to have its hands full interviewing a large number of candidates who don't fit the bill before finding the right one. This technique can provide a wide range of options from which to choose, however, and can reach well beyond a company's local community.


Professional headhunters can be a solid option to fill positions with high levels of responsibility. Headhunters specialize in locating and contacting proven top-level talent in specific industries, ensuring that each of your candidates have the experience and competencies required in the job. Headhunting services can carry high price tags, but they save significant amounts of time and increase productivity in the human resources department.

Employee Development

You do not always have to look outside of your walls to find ideal leadership candidates. Companies with an internal advancement focus learn to spot potential leaders early in their employment, investing in them over time with additional training and responsibility. Grooming lower-level employees for upper management positions can ensure that your future leaders are fully invested in the vision and mission of the firm, and fully integrated with the company's culture, values and employees before Day 1 in the big chair.

Advancement for Performance

Certain organizations can benefit from taking a unique approach to internal advancement: performance-based promotions. Especially in sales organizations and companies with ambitious growth plans, promoting your highest performers can steadily increase the productivity of your entire workforce. Promoting high performers can have a way of weeding out weaker performers, as underperformers leave their jobs in frustration over newer employees' advancement. Placing top performers in leadership positions also can increase the effectiveness of your employee training programs, as managers set higher standards and lead by example.

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