This puts the enterprise in an unfortunate predicament when it suddenly finds itself without a key player, since it can leave a major gap in day-to-day operations or even bring key processes to a standstill. With the business at risk, then, the faster you can fill that job with a qualified candidate and then transfer the necessary knowledge, the faster you reduce the severity and duration of the situation.
The problem that most organizations encounter is that the pool of candidates possessing the right experience and leadership skills is limited. Ideally, you need to find not just a good manager but a technology visionary with the following skill sets:
- Communication. When working with non-technical executive leadership or front-line employees, the candidate must be able to translate complex technology solutions in ways that are both relatable and compelling. Likewise, they must be able to understand the needs and concerns of others as they relate to the mission of the organization.
- Foresight. The ability to seek out mission leaders and champion new initiatives, even in the face of internal blow back, is essential. This skill must apply not only to new deployments but in supporting ongoing programs as well.
- Deep Knowledge. Tech leaders should have broad knowledge of technologies and technology initiatives and should be fully versed in the impact they will have on legacy operations and future goals. The ability to determine risk and evaluate risk ownership is also a key attribute.
- Leadership. Mentoring, monitoring and managing both individuals and teams is a crucial aspect of the job. Successful project management is also required, as is longer-term strategic thinking.
Laying out the requirements for top technical talent is one thing, actually finding qualified candidates is quite another. A typical mistake is to rely on internal HR and other sources to locate and vet candidates when there are specialized consultants and staffing services that can tap a far wider range of resources to acquire senior-level candidates.
At OnX, we provide quick access to top professionals with all the skills needed to take control of demanding technical environments. Since we are at heart a technology company, we understand the technical needs of our clients and what it takes to achieve success in an increasingly competitive landscape.
Our subject matter professionals pre-screen all potential candidates to ensure they are experts in their respective fields and maintain all the necessary training and certifications. We also provide a range of staffing solutions, from temporary placements to maintain operations while permanent hires are being vetted, to transition of the temp executive to full-time status should they turn out to be the right person for the job. Either way, the enterprise saves time and money during the appointment process and lessens the risk of a bad hire or termination.
Despite all the advanced technology that has come to bear on the modern business model, the most valuable enterprise asset remains its human talent, particularly those at the top of the organizational structure. Vacancies at this level must be filled quickly but not carelessly. By turning to outside help like OnX, organizations will find that they can satisfy both demands with a temporary hire in conjunction with a thorough, professional candidate search.