Roadmap Your Senior Leader Selection: Step 1. Focus

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© Development Dimensions International Inc., MMXIV. All rights reserved.
© Development Dimensions International, Inc., 2015. All rights reserved.1
Roadmap Your Senior Leader Selection
Step:
FOCUS1

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In the current VUCA* environment,
if organisations are to outdo their
competition and grow market share,
they need the right senior talent
in the right roles.
* Volatility, Uncertainty, Complexity, and Ambiguity

3
Makes sense?
Of course….
Why is it then that so many organisations don’t
apply the necessary discipline and rigour when
making senior level appointments?

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A study by The Boston Consulting Group (BCG)
found that effective recruitment delivers the
greatest return on investment when compared
to other human resource practices*.
Ineffective recruitment,
on the other hand…
* 2012 BCG/WFPMA proprietary web survey and analysis

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That’s $250,000 for a senior executive
with a salary of $100,000. OUCH!
For C-level executives the cost quickly
moves in to the millions.
an organisation approximately
the employee’s salary.*
x 2.5
* 2013 Survey by The Australian.
A bad hire could cost

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A recruitment or hiring
process works best when
designed
as a funnel
—with multiple steps
and tools ordered in a
well-planned sequence.
INITIAL
SCREENING
SECOND/
FINAL
INTERVIEW
ASSESSMENT
CENTRE
AND/OR TEST
JOB OFFER
STRONG
START
TARGETED
SELECTION®
INTERVIEW

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STRONG
START
At each stage, information
is captured to screen out
those less likely to succeed.
With each progressive step,
the organisation increases
the likelihood of finding the
individual who is both
right for the role
and right for the
organisation.
INITIAL
SCREENING
SECOND/
FINAL
INTERVIEW
ASSESSMENT
CENTRE
AND/OR TEST
JOB OFFER
TARGETED
SELECTION®
INTERVIEW

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In recent years, there have been significant
developments in the area of recruitment and
selection.
BUT
Most have focused on candidate sourcing.
(The first stage of the funnel)

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The advent of technology tools
and social media have enabled
organisations to expand their range of
sourcing options and in many cases drive
more effective and efficient recruitment.

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But…

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While sourcing is an essential part of the recruitment
funnel, research confirms it’s what happens
after sourcing that can determine the success
or failure of a recruitment process…*
And impact the bottom line for business.
*Global Selection Forecast (2012), Development Dimensions International.

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What can be done to minimise the risks
within the recruitment process and
maximise the chance of getting the
right senior leaders on board?
So…

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In this series of guidebooks, we will explore
the approaches and techniques you can
use to drive effective senior leader selection.
We will look at three critical success factors:
Focus | Data | Insight

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Let’s start by redirecting
your selection
Here’s how…
FOCUS.

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Focus on YOUR business1

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Context matters and to drive effective senior
leader selection its important to link.
YOUR talent decisions to YOUR business
priorities.
In other words, what are you asking your senior
leaders to do: open a new global market, drive
market share, or bolster innovation?
1

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At DDI, we incorporate context via
Business Drivers.
Business Drivers are the leadership and
business challenges that senior leaders
MUST conquer in order for successful
execution of your strategic and cultural
priorities.
1

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A clear understanding of the
business drivers for a role or function
allows you to pinpoint the underlying
competencies and personality
patterns that a senior leader must
possess to be successful in that position.
1

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To illustrate, let’s say your organisation is looking
to drive product innovation.
Individuals who are competent in leading change
and empowering their teams will be successful in
executing on this strategy.
To create a culture of innovation, they also need
a compatible personality: a knack for driving others
vs. a tendency for indecisiveness.
1

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Once you focus on
WHERE your business
wants to go, you
can then focus on
WHO will take it there.
1
Ready?

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Focus on a COMPLETE
picture of success
2

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The golden rule of talent decisions:
“If you don’t know what
you are looking for
you’ll never find it.”
2

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2
Once you’ve identified your Business Drivers,
the next step is to consider the:
competencies (what they can do) and knowledge
(what they know) experiences (what they have done)
and personality factors (who they are)
that underpin success in a particular role.

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This is what DDI calls a
Success ProfileSM
2
WHAT PEOPLE
KNOW
WHO PEOPLE
ARE
WHAT PEOPLE
CAN DO
WHAT PEOPLE
HAVE DONE

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Comprising the Success ProfileSM are the
criteria against which an individual will be
assessed during the recruitment process.
To obtain a complete picture of success,
a variety of tools and processes will be
necessary.
2

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Focus on BALANCE
and RIGOUR in the
recruitment process
3

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In recent times the Australian market has
put a differential focus on techniques for
sourcing highly-skilled talent.*
Yet, remember the research:
Most hiring mistakes can be traced back to
the latter stages of the recruitment process…
the selection stages*
3

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Without an appropriate focus on these
selection stages, mistakes will happen.
The results:
insufficient data to make a decision, decisions
driven by “gut feel,” candidates who overpromise
on their capabilities, and too much focus on
technical skills at the expense of motivational fit
3

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An effective recruitment process will
address two fundamental needs:
Balance and Rigour
3

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Balance
The coverage to ensure that decisions
address all relevant criteria, including
an individual’s capacity to do the job
and their desire to work in the role
and organisation.
3

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Rigour
The discipline to ensure that decisions
are based on robust data and insights.
3

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LET’S RECAP

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Effective Senior Leader
Selection starts with FOCUS
Focus on YOUR business
Focus on a complete picture of SUCCESS
Focus on BALANCE and RIGOUR
in the recruitment process
1,2,3

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What Next?
Now you know WHAT you’re looking for,
let’s find the WHO.
Gather data to improve senior-leader selection;
coming soon in our next-in-the-series guidebook [Step2].

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Contact DDI to learn how to drive effective senior leader selection:
1800 035 604 or info.au@ddiworld.com
Click for more information and to start to focus on …
Your
Business
A complete
picture
of success
The
research
Rigour
and
Balance

Roadmap Your Senior Leader Selection: Step 1. Focus

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