C-Level Recruitmentarticle Interview news
Alexandra Ene, Signium - Stein & Partner Consultant, interviewed by Gandul Financiar
Romanian managers are more oriented towards respecting the rules than on communication and creativity, a recent study shows, and they tend to be promoted based on technical skills and specialisation. In order to choose the right person for a leadership position, especially in the context of working in a pandemic, a candidate must also demonstrate coaching and mentorship skills, explained the guests of the show Gandul Financiar.
What are the selection criteria for a top manager?
The recruitment of the right person for a manager role is based not only on the professional and technical competencies, explained for Gandul Financiar Alexandra Ene, consultant at Signium – Stein & Partner, a consulting company specialised in executive search.
“Customers often come to us with a few written lines – we want someone who knows this and this. And it’s never just about that. It is about understanding the business as a whole, about aligning the stakeholders- with whom the respective person will work, what the teams look like, what are the directions of the business itself “, explained Alexandra Ene. Thus, executive search specialists take into account the skills, abilities, personality, motivation, energy but also the coaching and mentoring skills of the potential future managers.
Last year especially, the need for team guidance, communication and coaching skills was noticed. “Suddenly, managers found themselves unable to stop by employees’ computers to see what people were doing, therefore they had to be coaches and mentors and keep their teams close and motivate them and find other ways to engage them,” Alexandra Ene explained.
An example of a wake-up call for the need to change the management approach given by Alexandra Ene is an online team building, organized at the beginning of the pandemic, in which the employees were just looking at each other and at the clock, waiting for the allotted time to end.
“That’s why, when we look at a recruitment, we look at a very complex picture of how that person should be, in order to be able to give the right direction to the business she/he will manage, to fit in, to have these essential leadership skills, not only strategic and not only technical abilities”, Alexandra Ene underlined.
The recruitment grid for top managers is constantly adapted, and specialists work with various tools to help them complete the ideal profile. “Things change from day to day, from year to year. We do not have a competency matrix for a marketing role that we use in 2000, in 2020, and in 2040. We work customized on each project. We are very optimistic about the labour market and future managers and the collaboration between young managers and senior managers, because they have a lot to learn from each other “, says Alexandra Ene.
Trends in the recruitment market
“What we can observe, when referring to the new generation of managers, is that they are prepared, our experience with them is favourable, we see more and more young managers, who study abroad, at top universities, MBAs, EMBAs, who invest in education, either personally or the companies that they work for, they are very competitive and very determined “, says Alexandra Ene.
Regarding foreign companies, beyond the professional competencies, nationality plays a role in deciding to choose the managers. There are still several multinationals that are very keen on bringing managers of the company’s nationality, as Alexandra Ene explains, with the aim of probably instilling in local employees a certain type of culture that is also in the parent company, and not because they are better prepared. “But indeed, we see this trend of looking for international experience, but local understanding, and we do have customers, both in services, as well as production, who are looking for local people who understand very well the local culture and who are able to bring together the teams “, the consultant specified.
In addition, choosing an outsider or, on the contrary, promoting one’s own employee is a decision directly correlated with the company’s objectives and typology. “Of course, people from the inside aspire, but if that company is at a time when it needs a fresh approach, then they can choose to bring in a manager from outside the company. Maybe when the manager withdraws due to retirement and the company wants to maintain the status-quo, they may think of promoting someone from the inside. Depending on the objectives, they can think of promoting someone from finance, sales or marketing, because, in general, the top manager obviously sets the tone for everything that happens in the rest of the company “, detailed Alexandra Ene.
If you would like to read more and watch the filmed interview (in Romanian), please click here.