What does it mean to hire strategically? Making a “strategic hire” means that the company chooses the candidate that has the ability to elevate the company in a significant way. Many times, that doesn’t mean that the “top candidate” or the candidate with the most qualifications gets the offer. Often, there are other factors that make one candidate a better hire for your company than another. Finding the right candidate is much easier when the process starts with carefully analyzing the job requirements and what type of strategic hire is needed.
Sales / Business Development – Strategic hiring within sales and business development is very common. Sometimes a company may need a candidate with the most direct, long-term relationships with a client they have been trying to close. In other circumstances, location or experience within a vertical or domain may be desired in order to add to their client list.
Technical Staff – Hiring technical people can sometimes feel daunting, specifically if an organization is trying to add technical expertise that the company does not currently hold. How can the candidate’s skills be verified? Can they deliver the product they promise? Hiring in this vein takes solid research, project scope definition and interviewing skills. Also, there are technical tests available from third parties to verify technical skills. Although there are risks, this type of strategic hire can take a company’s product to the next level or allow new sets of clients to utilize the same software or service.
Project Completion – A big project award is always the goal, but it often leaves companies saying, “We won! Now what?” Strategic use of temporary personnel can help a company complete a project on-time and within budget without bogging down the payroll if the large workload doesn’t continue.
Replacement Recruiting – Nobody is perfect and if a company stays in business long enough there are going to be some bad hires made along the way. If a manager needs to replace a current employee or are they are in a rush to replace someone who didn’t work out, a confidential recruiting strategy can come in handy. Finding a good replacement while guarding current staff and clients from drama is the goal.
Succession Planning – In the geospatial field there are many small or family owned companies. Owners often think about their exit plan much too late in the game. Is it better to hire a successor, sell or dissolve? With some foresight and planning, hiring a replacement for the current ownership is possible.