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FEATURE


TALENT SPOTTING


Lorraine Thomas, Managing Director at Metzger provides some insightful advice on how businesses can attract the best senior level talent on the market, and the benefits that can come from bringing in Non-Executive Directors.


As your business grows, it’s paramount that you recruit the right people to carry the business forward and this is especially pertinent for senior roles.


Bringing in a top level hire – a new Managing Director or Financial Director for instance – will shape the direction (and success) of the company and if you make the right choice, the business will thrive. On the other hand, making the wrong selection could cause serious damage to your company and brand.


Hiring at senior level therefore requires careful planning. Talented people at the top of their career are usually in high demand, and they may not be considering a career move. They’re also not likely to respond to a traditional job advert, so it’s important to create a considered, structured search strategy in order to find the right person and skill set, which may involve seeking out industry recommendations, exploring


52 | Tomorrow’s Cleaning January 2016


professional networks or making a targeted, proactive approach to a desirable candidate.


For all these reasons, many companies prefer to use an external consultancy to handle the search process. It can be a delicate area but approaching potential candidates with a compelling offer requires discretion – particularly if they are employed by a competitor. Negotiations may be tricky, and can take some time to complete.


WHAT MOTIVATES


SENIOR CANDIDATES? When it comes to top hires, the reward package may be important but typically, there are other big drivers too, like the potential for varied, interesting projects, or the ability to give something back – by supporting a not-for-profit organisation, for instance. Here at Metzger, we are regularly appointed as strategic partners by our clients to seek out


top level people and this requires us to really understand what motivates somebody at the peak of their career.


Lifestyle factors may be paramount for people who have reached a certain level in their career, with some keen to step down their number of working hours in favour of a more equal work life balance.


HOW CAN EMPLOYERS


ATTRACT THE BEST? For employers looking to bring in a top level appointment, it’s vital to consider what you really need. Why is the person being appointed and what are your expectations? What can you offer in terms of a reward package, and the role itself?


For some businesses, especially small or growing SME’s where covering a high salary may be a challenge, hiring somebody on a part-time basis could be a worthwhile option. Or, if


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