Hiring an Interim General Manager
Hiring an Interim General Manager (GM) can bring out all kinds of opinions in the office on whether or not to hire one, and if so, what type of a person to look for. Even at firms where the staff is fully onboard, the hiring process can be very slow.
A lack of resistance allows management to go ahead and get to work on finding an interim executive. When companies have a united opinion on what qualifications and experience are required for the role, they are likelier to fill the interim role sooner than those who don’t.
The process can be prolonged in cases where there is a conflict of opinion on who the ideal candidate should be. The key to speeding up the hiring process of an interim executive lies in involving less people in decision-making and eliminating fears.
Involve less people
Limiting the number of people involved in the hiring process reduces complexity. The fewer people involved in selecting the final candidate, the quicker and smoother the process will be.
Include only upper management at the executive and board level in decision making. They’re the ones who will be dealing directly with the interim executive and have a better perspective of the kind of talent and skills the company requires to fill the interim role.
Eliminate company fears before hiring
Bringing in an interim executive can be intimidating for some workplaces. It’s common for employees and executives to be hesitant about sharing insider knowledge with an “outsider”. It creates resistance both before and after hiring an interim executive. This in turn costs time and money
for the company while the role continues to remain unfulfilled.
Having a discussion beforehand to settle any qualms and fears can help bring everybody together on the same page. Understanding the role and expectations of the interim GM will help everybody move forward with the process without stalling it with reservations and doubts.
A lack of resistance allows for a seamless on-boarding of interim executive leadership. SMW ensures that the key to speeding up the hiring process of an interim executive lies in involving less people. Find out more.