When Hiring Middle Managers - The PDC Experience!
If you are a medium or large corporation with different levels of management, then without a doubt, you must have or should be interested in hiring middle management staff.
As an owner of a business or as a top-level executive, you are typically saddled with the responsibility of formulating your company's vision and strategically setting the course of action aimed at achieving your proposed vision.
“However, no matter how fabulous your vision statement may be, you would require the right people to help you actualize it. Depending on the size of your organization, you will need one or more competent middle management staff to help implement your business vision. “
It is middle management that ensures that the managers at your organization’s lower management level like the shift managers and assistant managers, are well coordinated towards the goals of your organization.
Therefore, if your organization is going to be a successful and thriving one, the type of employees you hire to fill vacant middle managerial positions like project managers, unit managers and heads of departments, matter a great deal.
“Power Draw Consulting is an executive search recruitment agency that is firmly focused on providing clients with a talent pool of highly experienced, professional, diligent, efficient and well-trained candidates to fill their vacant mid-level management slots.”
Why Trust Us?
Over the years we have garnered a lot of experience in the recruitment of middle management staff for a large number of corporate clients.
We know how hard it is to get the “right” candidate to fill your mid-level management positions. One that will not only understand your corporate vision, but will also transmit this vision effectively to the lower level management to ensure that they get the job done in accordance with your set goals and objectives.
We bring all our experience to bare to ensure that every candidate we propose will meet all your set criteria for employment.
We cover a variety of Fields
As part of our immeasurable executive search experience, we have helped clients from different fields of endeavor in providing qualified candidates to fill their vacant middle management slots. It really does not matter what your purpose of business may be, you can be sure that we have a network of qualified candidates that would be ideally suited to filling that middle management position(s) in your establishment.
We at Power Draw Consulting have and are currently servicing clients from the pharmaceutical industry, oil and gas industry, banking, construction, manufacturing, food and beverage industry, to mention a few. We cover virtually every industry type that requires executive search recruitment and our talent pool is ever expanding to include new, emerging industries.
PDC Understands The Dynamics of Middle Management
It must be said that from our experience, middle management positions can be pretty difficult to fill. This is partly because many qualified candidates often view such positions as “high risk” vacant slots. It is the general belief amongst many candidates that employees of these positions usually suffer the brunt of executives in the unfortunate event of organizational downsizing or the laying off of hapless employees.
Also, many would-be candidates see middle management positions as “dead ends”. The common notion amongst these candidates is that there would NOT be opportunities for them to rise to a top management level regardless of the number of man-hours, dedication and impressive performances that they churn out.
These negative impressions often lead to a dearth in exceptional talents vying for mid-level management positions. This then leaves the middle management positions open to mediocre or just above average talent which may not be ideal for your establishment.
Your organization would require top talents for such sensitive positions and fortunately, PDC has been able to establish a pool of exceptionally gifted candidates that are ready when called upon to occupy any vacant mid-level management position in your company.
At PDC, we walk the talk and we are able to maintain an excellent rapport with all our prospective candidates to know what their reservations about any vacant job maybe including middle management. Armed with this understanding of what qualified candidates for middle management positions require from prospective employers, we are able to work better with our clients to ensure that their vacant positions are made attractive enough to lure the best possible candidates for the job(s).
Topic: Why Your Company Needs An External Headhunter?
Every organization is built on the merits of a clear and unambiguous mission statement. However, no organization will thrive without an experienced, skilled, efficient and well-coordinated workforce behind it. A workforce that fully understands the vision of the organization and is competent enough to deliver on its objectives.
While this may seem like stating the obvious, the question of - what is the best way to recruit the “right” employees come to mind. You might have an excellent recruitment policy and a vibrant human resources department, but is that really enough if you are keen on hiring the “best” hands for the job? In today's world, the hiring of independent professionals to get a job done is the order of the day.
This is especially true if you are desirous of achieving the best possible results in an efficient and speedy manner. Therefore, delegating the responsibility of hiring staff to tried and tested independent recruiting firms, may just be what you need to ensure that your organization is able to recruit individuals that will be best suited to meeting your business goals.
This then begs the question of why your company needs an external headhunter and this article highlights five key reasons why it may be best to handover your recruitment drive to an independent recruiter.
#1: A Wider Talent Pool
External headhunters that know their stuff usually have a wider pool of talent wherever they may be around the world. This comes from the profiling of talented individuals out there and the creation of recruitment data banks that are frequently updated. External headhunters are also usually in touch with talented individuals and are quick to know when such persons are available for employment.
When you partake in the hiring of staff through the use of an internal recruitment team, you may limit your search and miss out on the opportunity of hiring better qualified hands in the process. In other words, external recruiters are able to attract the most professional and competent talent that are out there.
#2: Focus On Other Things
Unless you are an independent recruitment firm and therefore recruiting people for other organizations is really your forte, it may be best to focus on the bread and butter of your business.
Social media outlets like LinkedIn may have provided a means by which companies can search for possible employees, but rather than spend time headhunting, why not spend your valuable time on making money.
There is already enough stress involved in meeting your bottom-line, so why not spend your time and effort there, rather than on recruiting staff. External headhunters can help relieve you of the burden of hiring the right personnel while you focus on other pressing matters.
#3: Save More Money, You Will Need It!
You might think that deploying an external headhunter to help you recruit staff is expensive, but in truth it is inexpensive in the long-run. As mentioned before, you really should not be spending precious time looking for employees when you have many more responsibilities on your plate.
Human resources are not just responsible for hiring staff, but they are also responsible for the welfare of already hired staff. This in itself is tasking enough. It would be better utilizing your limited resources elsewhere and in more productive activities instead of searching for new workers.
External headhunters can help to relieve your organization of the burden of hiring new staff while saving you time and of course money in the process. Imagine the number of telephone calls for example, that your organization would have made to prospective employees and the costs involved.
By delegating the responsibility of recruitment to an independent headhunter, you do not have to worry about incurring miscellaneous and avoidable expenses which could have an adverse impact on your bottom line.
#4: Quicker, Dependable And Reliable Deliverables
All external recruiters do for a living, is the hiring of competent staff for organizations. With this in mind, you can be sure that you would be able to hire the best possible candidate for a vacant position in your organization in the quickest possible time when you deploy an independent recruiter.
External headhunters have various vibrant networks they use in sourcing for talent. They screen these prospects in accordance to your company's values and ensure that whoever is recruited fits the bill. In addition, you do not have to worry about whether the recruitment process was fair or not, as there is usually no sentiment attached with regards to recruitment by independent headhunters. So you are sure of avoiding nepotism, racial, gender and every other prejudice that your organization does not stand for when you hire external recruiters.
#5: It Doesn't End With Hiring
These days it's not enough to hire employees, but also to ensure that they stay employed by living up to their initial promise. External headhunters also chart a course for the monitoring of all hired hands to ensure that your goals are met at all times.
It is possible for external recruiters to keep tabs on the performance levels of your hired hands in a much better way than very few human resources departments can manage. They do this in an unsentimental way to ensure that the worker's performance levels are up to scratch in your organization.
This keeps hired staff on their toes at all times, knowing that if they do not live up to the expectations of your organization, they may be replaced. External headhunters create performance data files on each hired worker based on their job description/deliverables, key competences, expectations and performance. This is then communicated to your organization and helps you in knowing how well the employee is fairing within your business.
Indeed, external headhunters play a key role in not just hiring competent staff for your business, but also ensuring that they meet your goals and objectives. You might say that external recruiters act as an active partner in the success of your business. They ensure that your organization thrives. Know that workers can either make or mar the short and long-term success of every business enterprise if the wrong individuals are recruited.