A topic that currently occupies me a lot is how leaders are recruited.

The effort for an application is very intensive in terms of time and requires that the applicant crystallises the pain points of the company from different media and presents with the appropriate CAR (=> challenge, actions, results) why he or she is the suitable person for this position. After the initially friendly and promising telephone conversation and the sending in of the application documents, weeks pass. Then the longed-for feedback by e-mail 📩: “Unfortunately, we have found someone who fits the profile we are looking for even better…”.

@recruiters: How do you know if you haven’t even had a personal interview with the applicant? Oh, the curriculum! The personality and the effective skills are not defined by the curriculum and the studies! Marcel Ospel ran a bank with “only” a banking apprenticeship in his pocket…

I have hired many people in the past. For me, the personal interview was always more important than the curriculum, because only then could I really get to know the qualities of the applicant.

👉 People often have a very eventful biography and sometimes do not have the opportunity from home to start and complete a “dream education”. Nevertheless, these people can have a strong personality and a will that makes unbelievable things possible! These people may have learned from life to fight, not to give up and to stand by other people with generosity and a heart, mindful and ready to help. This creates trust, loyalty and motivation.

🎯 As a leader, it is important for me to have people with exactly these skills on board in order to achieve the goals of the company.

Therefore, even if you receive 200 applications per job advertisement, don’t decide based on the curriculum alone!

How do you experience the recruitment of leaders?

🚩 If you are confronted with this challenge and need advice, I will be very happy to assist you.

I look forward to a constructive discourse with you.

Best regards

Stephan