Phil Friedman, President & CEO, CGS
Innovation, expansion and competition. These are just a few concerns with which executives are tasked in today’s fast-paced business climate. Yet, companies want to be more than relevant in a sea of competitive players. Executives looking to differentiate itself should prioritize the hiring of new talent.
Whether seeking to expand your services globally or across business segments to harness new technology and skills, a talent-sourcing plan should be one of the first steps in the business planning process. The fact is the success of your business is only as good as your people. According to Gallup, one in 10 people possess the talent to manage – a fundamental skill for success. While many are endowed with some of the necessary traits, very few have the combination of qualities needed to help a team achieve excellence in a way that improves the company’s performance and the bottom line.
Because of this, it’s essential for the C-suite and executive team to play a hands-on roll when developing a plan and hiring talent that will lead the business. By involving seasoned executives in the hiring process, you can ensure that they will not only look at past roles and references, but also if the candidate has qualities that cannot usually be found on paper. Will the candidate’s leadership qualities be a good fit for the company culture? According to Pew Research, honesty, intelligence and decisiveness rank as top traits among Americans. Additionally, does the candidate believe in the company’s vision? Will he or she be able to address customer concerns? To answer these questions, executives must step outside the office walls with candidates.
There is no one-size-fits-all approach to talent sourcing – especially when finding the right talent to lead business expansion or new initiatives. Each organization must identify the needs of its customers, what business opportunities must be achieved and what type of talent is desired to meet these needs. Will we need to expand to a new geographic location? Can we promote the right talent and leadership from within the company? How will our customers be best served?
While a CEO’s responsibilities may seem to stretch far and wide, being involved in talent sourcing, management and hiring is crucial for achieving business growth. Before tackling your next business endeavor, think first: How will I find and staff the leadership required to ensure success?
About the Author
Phil Friedman was born and raised in the former Soviet Union. After spending 12 years in numerous positions in the electronics industry, he immigrated to the United States and settled in New York City. In 1984, Mr. Friedman started CGS, a diversified IT solutions and services company providing software, consulting, systems integration, training and help desk support. Today, with over to 7,500 professionals and a global presence spanning North America, South America, Europe, Middle East and Asia, CGS maintains a leadership position delivering end-to-end, award-winning solutions in over 40 countries around the globe.