A recent visit to New York City included an amazing dinner at an Italian restaurant where the atmosphere was as good as the food. When it comes to finding the best Italian food in New York City find out where real “wise guys” love to eat. This restaurant was filled with a dozen Tonys and Vinnys dressed like Tony Soprano’s “consigliere” Silvio Dante. You just got the sense they could all make bail and be back at the restaurant before their meal got cold.
It was here, over dinner, that I received a question I’ve not been asked in 21 years as a recruiter. “What is the single greatest secret to successful search? Surprised by the question I answered from my gut – “clarity” was my response. Even with several weeks to reflect on my answer, I still have to say it’s all about clarity.
Clarity is power
The simple act of clearly defining what it is you are looking for, helps drive a search in a powerful way. Clarity creates focus and direction. And in turn, generates momentum. So often searches become misdirected or stalled because of a lack of clarity about the desired outcome.
Ambiguity is common
Clarity seems like such a simple thing – but it’s not. When it comes to executive search, many hiring managers focus on basic job functions and vague requirements, but little else. Hiring managers are more likely to know what they don’t want, than what they do want. And, many prefer to see candidates sensing they will recognize what they want once they see the right candidate. But what kind of direction is that?
Not only can a search veer in the wrong direction, but every action, every word, every description, every thing communicates to the outside world – and a lack of clarity tells great candidates that the company and the hiring manager don’t really know what they need. This uncertainty creates a position so vaguely defined that the bulls-eye becomes as big as a Walmart. And for the most talented candidates this is clearly a deterrent. Real talent gauges how well a hiring manager and organization understand the role. And too often they don’t understand the nuances of the role at all.
Clarity up front is better than clarity over time
Just because you don’t know your destination at the start, doesn’t mean you won’t arrive there in the end. But how long will it take and how many detours will you take in the process? The strongest candidates will perceive this initial lack of clarity as a red flag. And even if you come around in the end, first impressions are difficult to overcome.
Clarity at the start of the search increases both the speed and likelihood of landing a great candidate. But it also increases the likelihood of multiple great candidates throughout the interview process instead of many mediocre ones and possibly stumbling into one good one.
Brand value can provide some protection – to a degree
A powerful brand can partially overcome this lack of clarity – at a price. Talented people give strong brands some lee-way. There is enough goodwill in a name like Coca-Cola, P&G, and Microsoft, that such companies can typically overcome the hesitancy talented candidates might feel.
Let’s face it. Just hypothetically, if the unknown Schenectady Company is seeking a VP, Marketing with a muddled story line and poor understanding of what they are seeking, the likelihood is they will end up with some mediocre VP. But if the same muddled story line were coming from an identical search for The Coca-Cola Company, it does not ensure the same poor result. But make no mistake about it – the brand and the company does take a hit. A super talented executive might continue to consider the position, but with a slightly diminished view is wondering – “what’s wrong with them? I really expected more from them?” It’s an unnecessary hit and for what reason?
Executives who are deemed “star” candidates by one major brand company are likely to be equally esteemed by other major brand companies. So while muddled search parameters might shield The Coca Cola Company from an equally muddled search by the Schenectady Company, it won’t shield them against other world class, companies operating with greater clarity.
The key to “clearly” defining your position
To clearly define your open position look well beyond the functional responsibilities. If you really want a clear picture of the job, here are some things you must define:
- What are the challenges this position will face, both functionally and organizationally?
- What are the unique organizational dynamics within which this person must operate? (How are decisions made and executed in this company?)
- What personalities and individual styles will he/she be working with and against?
- What resources will this position have direct control over and what are those that must be shared?
- What capital and human resource limitations will this position face?
- What are the strengths and weaknesses within the current staff?
- What are the specific expectations for this position and the desired outcomes over the first 12, 18, 24 months?
- What values and motivations are driving the company, division, and department?
- What’s the three year history of this particular position and business unit, including strengths and weaknesses, as well as, recent failures and successes? (How did they get here?)
- What’s the morale within the company, division, and department?
- What is the defining culture within the company, division, and department?
These questions can help clarify broader aspects of the job. And in turn, more clearly define the capabilities and experiences necessary to succeed in this role.
Don’t fall victim to the pitfalls of ambiguity. Make the effort to clearly define what you are looking for.
Mangia.
