Tips for Hiring a Senior-Level Position

There are many things to consider when hiring workers, particularly for senior-level positions. Apart from ensuring compliance with EPLI requirements, you also need to hire qualified and well-trained personnel. Here are some of the most important factors to keep in mind when recruiting senior-level staff:

Get everyone on the same page

Everyone involved in the hiring and approval process should agree on the qualities that make for an ideal candidate. Whether it is experience level, professional qualifications, or other criteria, everyone at the decision-making level should be on the same page regarding the type of candidate to look for.

Offer additional perks

For many senior-level talents, it isn’t just about how much money they can make, but what other perks they can get. Keep in mind that most are probably already earning decent salaries, so you might have to sweeten the offer a bit. Whether it is a healthcare package, a flexible schedule, or paid holidays, offering perks other than higher pay will help attract senior-level workers to your company.

Be proactive in your search

In some cases, you may have to actively look for the ideal candidate to fill a senior-level position. Some may already be employed and aren’t searching for a new job, in which case you might have to convince them to consider working for you. Consider browsing sites such as LinkedIn to find qualified personnel with relevant experience and reach out to them directly.

Consider different ideas

When fielding candidates for a senior-level position, ask prospective applicants if they have any ideas that will help take your business to the next level. This will help you gauge their ability to think outside the box and contribute to your operations in a relevant and meaningful way.

Hire for the long-term

When fielding candidates, think of how they can contribute to the company over the long term. Although you want someone that can benefit your operations immediately, you also need to consider their continued value for the future. It might help to refer to your mission/vision statement to determine if a particular person is a good fit for your firm.

Observe personality traits

Personality traits often provide valuable insights into how a particular candidate reacts to certain situations or performs under pressure. It would be best if you found someone that will deliver under intense scrutiny and stressful situations, of course. But they should also maintain a calm and reassuring demeanor when the situation calls for it. Careful observation of mannerisms, expressions, and gestures could be more revealing than the interview or CV.

Weigh compatibility with company culture

If you’ve been in business for a while, you probably already have a distinct company culture that shapes interpersonal relationships and interactions. When choosing a candidate, you want someone with the ability to mesh with the existing workplace environment and not become a disruptive or conflicting force. Although some individuality is to be expected, the ideal candidate should be able to fit in without disrupting the harmony of the workplace.

Look into industry experience

It is almost always best to prioritize candidates with a good track record in the industry. Of course, other factors come into play, such as education, training, credentials, and sales performance. But all other factors being equal, someone with an exemplary track record in your particular industry niche will contribute more to your firm than someone from an entirely different field.

Manage your expectations

As strict as you might have to be with the hiring process, it might be a good idea to manage your expectations somewhat. This doesn’t mean lowering your standards or accepting someone that doesn’t fit the role just to fill the position. But it might be advantageous to work with someone that may not be a perfect fit for the job if they show potential.

Look within your ranks

Finally, consider promoting someone from within your company instead of hiring new workers. Chances are, someone in the same position will have more practical experience than most candidates. Plus, internal promotions are often good for company morale and could encourage other employees to perform better.

Finding the right personnel for your company can be challenging. Apart from ensuring the candidates’ professionalism and competence, you also have to determine their trustworthiness and willingness to be part of your team. With the tips outlined above, you should be able to find the right candidates to fill your vacant senior-level positions.

About Arroyo Insurance Services

Arroyo Insurance Services was officially established in 1986, but we have roots dating back to before 1950. One of California’s leading client-oriented and independently owned agencies, we have over 140 employees with a combined experience of over 450 years, spread across 11 locations. We are committed to providing the best insurance and risk management services at the most competitive premiums, and backing it with hands-on service tailored to our customers’ needs. For more information on how we can mitigate your risks, contact us today at (877) 220-4769.