5 proven strategies for recruiting the best manager

Recruiting a manager is a step Determinant For the development and the performance of your business. An effective manager is one who knows how to lead, motivating and guide his team towards the achievement of established goals. This recruit can often play a critical role in the distribution of Skills within the company. It is essential that this new leader be in harmony with your company's culture and values. But, faced with the large number of candidates, how do you identify the ideal manager? What criteria should you use to judge their skills and potential?

What are the methods to adopt to conduct a recruitment process that is both effective and participatory? In this article, find out 5 key tips to hire a successful manager. These tips will help you specify your expectations, target your research, assess the contenders, involve your team in the process, and ensure a seamless integration.

1 - Clarify your expectations and the role of the future manager

To find a successful manager, it is crucial to have a accurate vision of his responsibilities within the company. This step will help you identify candidates who are the best match for your vision and the culture of your company.

1.1 - Define key objectives and missions

A manager plays a vital role in achieving the goals set by management while coordinating the activities of his team. It must have the ability To define priorities, Plan tasks, monitor progress and solve potential problems. Clearly identify the objectives and missions that you will assign to the future manager, according to the overall strategy of the company and the specific needs of the team.

It is also important to specify the performance indicators which will be used to assess its effectiveness.

1.2 - Identify core competencies and shared values

The ideal manager should have technical skills specific to its field, but also excellent managerial qualities such as communication, adaptability, stress management, problem solving, and leadership. To do this, identify the key skills sought in your future manager, considering this responsibility as one of best jobs to influence your projects.

Les shared values, such as trust, respect, innovation and collaboration, are just as essential. These values must be aligned with the culture of your company as well as with that of the team to ensure perfect integration.

2 - Implement a targeted search strategy

To find the ideal candidates for the position of manager, it is crucial to adopt a targeted search strategy based on your clearly defined requirements. Three main axes form the basis of this strategy: the exploitation of professional networks, internal recruitment, and the creation of an attractive job offer to boost your recruitment campaign.

2.1 - Use professional networks for your advantage

Les professional networks are proving to be excellent tools for identifying and contacting potential candidates. Platforms like LinkedIn allow you to publish ads, filter candidates according to your criteria, get recommendations or make relevant contacts.

In addition, participation in professional events such as trade shows and conferences makes it easy to meet competent managers. Your personal network, including ex-colleagues, customers and partners, can also be useful in proposing candidates or sharing their experience.

2.2 - Consider internal recruitment as a viable option

The internal recruitment, i.e. the promotion of a current employee to the position of manager, has various benefits: familiarity with the candidate, an already established cultural integration, as well as advantages in terms of Cost of recruitment external and of time. It also contributes to the motivation and loyalty of the team.

To successfully conduct internal recruitment, it is possible to disseminate the offer within the company, to encourage spontaneous applications, to identify talents among your employees, or to develop an effective career management system.

2.3 - Develop an attractive value proposition

La value proposition of your job offer must stand out, by meeting the aspirations, needs and motivations of candidates. It is about highlighting the unique benefits of working for your company, such as its vision, mission, values, but also tangible elements such as compensation, career opportunities and the work environment. Also remember not to underestimate the power of a good catchphrase on your job offer.

By valuing the position of manager in terms of responsibilities, dares, development opportunities and pros, you will make your offer irresistible for quality candidates. It is also a way of underlining the importance of the manager's role as salaried key to your business.

3 - Evaluate managerial skills and cultural fit

After specifying your expectations and developing your recruitment strategy, it is crucial to assess both the managerial skills of candidates and their adequacy with your company's culture. These dimensions are fundamental to identify a manager who will not only meet your needs but will integrate perfectly into your organization and your team. For this, various interview methods, assessment tools and personality tests are available to you.

3.1 - Interview techniques to identify managerial skills

The interview is a decisive step in assessing the managerial skills of candidates. It is important to ask well-targeted questions to assess their ability to communicate, motivate, delegate, coach, and solve problems, among others.

Various approaches to consider include:

• Situational interviewing: this approach involves presenting a situation related to the role of manager and asking how the candidate would deal with it. This helps to assess one's ability to react, creativity, and pragmatism.
• Behavioral interviewing: this involves asking the candidate to relate an experience where he had to rely on managerial skills, which makes it possible to assess his ability to illustrate his words with tangible examples and to assess his successes as well as his failures.
• Group interviews: this method consists in conducting the interview with several candidates simultaneously, by offering them group activities such as role plays, practical cases, etc. This offers the opportunity to observe their team behavior, leadership, leadership, team spirit and conflict management.

3.2 - Test the adequacy with the corporate culture

The agreement with the corporate culture, or cultural fact, measures the congruence between the candidate and the values, norms and methods of your company. A good cultural fit facilitates the integration, motivation and performance of the manager. To assess this criterion, you can:

• Expose your company's culture by detailing its vision, mission, values, values, objectives, atmosphere, etc., through visual media such as videos or photos.
• Ask the applicant about his personal values, motivations, expectations and preferences in order to perceive what he is looking for in an employer and how he sees his progress.
• Analyze the candidate's responses in terms of your company's culture using an evaluation grid, noting the agreement on various cultural aspects.

3.3 - Use an assessment tool

Assessment tools and personality tests are a useful complement to the assessment of managerial skills and Matching in recruitment. They offer an objective and standardized measure of facets that are difficult to identify during interviews.

That's why after several years of R&D with researchers in Psychology and Neuroscience, we created Yuzu : one New Generation Assessment Center, specialized insoft skills assessment (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Hire the best manager with Yuzu

The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• One accessible solution to everyone to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

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Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment.

4 - Involve the team in the selection process

The commitment of your future manager is not just an exchange between the recruiter and the candidate, but must involve the entire team that he or she will lead. Integrating the team into the selection process has many benefits: it allows collect valuable reviews, to increase the commitment of the team, to encourage cohesion and to ensure the smooth integration of the newcomer.

To achieve this, consider organizing informal meetings between candidates and the team, and to gather the team's impressions of them.

4.1 - Informal meetings between candidates and teams

Les informal meetings allow candidates and the team to create relationships in a relaxed atmosphere, away from the formal framework of interviews. These moments can take place over lunch, coffee, during a visit to the premises or a team presentation, for example.

The purpose of these exchanges is to familiarize the candidates and the team, to discuss the details of the position, the project, the company, and its culture. They help you:

• Evaluate candidates in a real context, by observing their ability to communicate, to integrate into the team and their compatibility with the team.
• Project a positive image of your company, by showing the importance given to the opinion of your team, the friendliness of the work and the transparency concerning the role to be filled.
• Encouraging candidates to want rejoin your organization, by presenting to them the atmosphere, the projects and the values of your company.

4.2 - Collect feedback from the team about candidates

Les Feedback from the team are essential for collecting the different impressions of the team members who met with the candidates. This process can be done orally or in writing, individually or in groups.

These returns allow you to:

• Refine your candidate assessment, by integrating diverse perspectives and expectations.
• Valuing your team in the selection process, by recognizing her opinion and preparing her for the reception of the new manager.
• Simplify final decision-making through objective criteria, thus promoting consensus and avoiding conflicts or frustrations.

5 - Guarantee successful integration and follow-up

Hiring a competent manager goes beyond the simple formality of signing an employment contract. It also includes a successful integration and continuous monitoring of the employee for optimize satisfaction, loyalty and performance.

It is crucial to program an integration period with defined goals, and to establish a mentoring system accompanied by constant feedback.

5.1 - Plan an integration period with specific objectives

The welcome period is a key moment when the new manager gets familiar with his position, his team, the company and its cultures, processes, etc. This stage must be carefully organized to prevent any form of stress, isolation, or disengagement on the part of the new employee.

To establish an effective integration period, it is necessary to:

• Set the duration of this period according to the responsibility of the position, the complexity of the tasks, the context of the company, which can range from a few weeks to several months.
• Develop SMART goals (Specific, Measurable, Acceptable, Acceptable, Realistic, Time-defined) for the manager, which will help him adapt to his new role, to integrate his team, and to reveal his skills.
• Design an integration agenda detailing the activities, meetings, trainings, evaluations planned during this period. This Diary should be shared with the new manager, his team, and his mentor.

5.2 - Set up a mentoring and continuous feedback system

The establishment of a mentoring and ongoing assessment are key practices to support, encourage and develop the new manager throughout their adaptation. These methods build trust, motivation, communication, and learning, and help prepare The manager to avoid all mistake significant in its new functions.

To set up these devices, you must:

• Assign a mentor to the new manager, who will act as a referent, guide, advisor and support. The mentor, selected for his experience, his availability, and his benevolence, can be a colleague, another manager or a peer.
• Plan regular feedback sessions to assess the manager's progress, challenges, achievements, and needs. Feedback should be constructive and include both positive and negative feedback, while taking into account the manager's impressions.
• Adjust the follow-up according to the manager's progress, who will naturally evolve and improve over time. It is essential to review objectives, missions, training, and feedback in accordance with your development, potential and expectations.

To remember

The recruitment of a effective manager is crucial to the success of your business. To guide, motivate and support your team towards the achievement of established goals, choosing the right candidate is essential.

This leader must not only harmonize with the corporate culture but also fully embrace its values. To find this manager, it is important to follow five key tips:

• Clearly define your needs and the expected role of the future manager.
• Develop an accurate and effective search strategy.
• Carefully assess managerial skills and cultural compatibility.
• Involve the current team in the selection process, for a shared choice.
• Ensuring a smooth integration and continuous support.

By implementing these tips, you optimize your chances of recruiting the perfect manager, who will be able to propel your business and your team to new heights!