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7 crucial criteria for identifying qualified management positions

Finding the right managers for your company depends on a variety of criteria. Especially when highly qualified managers can choose their future project or a potential employer, the general conditions of the advertised management position are crucial. In the following, we show seven criteria by which qualified management positions can be recognised. A guideline for executives on the lookout, as well as for companies looking for the best candidate.

These characteristics speak for qualitative management positions:

1. Distinct field of activity

The candidate for the management position can clearly identify in advance which competences are expected of them in their daily work and which are of no interest. The job profile is clearly defined and therefore clearly distinguishes the competences from other managers at the same company level. Even if the task characteristics are not clearly definable, this should become apparent as information in the context of the advertised position.

2. level of expertise

Some companies and industries do require specific expertise, which excludes a large number of management personnel as potential candidates in advance. On the contrary, management strengths are required where in-depth, specialist knowledge is secondary. To ensure that the industry and field of activity do not discourage a potentially qualified candidate, this must be made apparent when the management position is advertised.

3. Desired management style

The leadership style expected in the respective leadership position is part of the corporate culture. The ability to make the right decisions on one's own responsibility is fundamentally separate from this type of leadership. In the case of a qualified management position, it is already clear to the candidates during the application process what human character is expected of them in their everyday work. Your own style must not be lost, but should be fundamentally appropriate for the respective company.

4. Strong intelligent communicational abilities

Even if there are no shallow hierarchies in a company, communication within the company as well as between private and business customers is an essential point of reference for the corporate culture. Qualified candidates require a basic communicative atmosphere in the company in order to be able to openly address their own ideas. This is particularly true for new managers in a company who often use their external perspective to draw the attention to the company's problems.

3. Desired management style

The leadership style expected in the respective leadership position is part of the corporate culture. The ability to make the right decisions on one's own responsibility is fundamentally separate from this type of leadership. In the case of a qualified management position, it is already clear to the candidates during the application process what human character is expected of them in their everyday work. Your own style must not be lost, but should be fundamentally appropriate for the respective company.

4. Strong intelligent
communicational abilities

Even if there are no shallow hierarchies in a company, communication within the company as well as between private and business customers is an essential point of reference for the corporate culture. Qualified candidates require a basic communicative atmosphere in the company in order to be able to openly address their own ideas. This is particularly true for new managers in a company who often use their external perspective to draw the attention to the company's problems.

5. Adequate payment

For many candidates, payment for the job is an important indicator. It is obvious that a small or medium-sized company does not pay as much as large corporations. This is also not expected from qualified candidates who correctly assess their company's character in advance. Rather a relation should be given to comparable companies of your order of magnitude, industry and region.

6. Appreciation with individual flexibility

At BludauPartners we know that the salary is only one of many aspects of appreciation. There are other ways of rewarding an executive and assuring them of appreciation in an individual way. There should be a certain flexibility in the application process so that candidates do not reject every individual offer.

7. Potential for further training

If a long-term position in the management position is advertised, the possibility of continuous training and further education even for management personnel is crucial. We at BludauPartners are committed to executive development and show companies from all industries how the qualification of existing specialists can often make external new employments redundant.

Summary

In summary, it can be said that it is not only the individual aspects that are important, but the relation of these aspects that unfold their full effectiveness. We at BludauPartners will show your company how to become attractive for potential executives and will be happy to find suitable candidates. Contact us now!

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BludauPartners
Executive Consultants GmbH
Voltastraße 31
60486 Frankfurt am Main

+49 69 3487390-0
+49 69 3487390-10
mail@bludaupartners.com