Recruiting and Retaining Quality Managers in a Difficult Labor Market

From hospitality to tech to finance to healthcare - and everywhere in between - companies are feeling the pressure when it comes to recruitment and retention. With employee turnover at an all-time high, organizations are faced with the daunting challenge of not only attracting top talent but also ensuring that they are the right fit for the long haul.

To better help you secure the best long-term fit for your organization, it’s essential to understand why finding the right fit is so crucial. Hiring a manager isn't just about filling a position; it’s about finding a leader who will drive performance, inspire teams, and contribute positively to the company culture. Poor hiring decisions can lead to a revolving door of managers and staff, resulting in lost productivity, increased recruitment costs, and a negative impact on employee morale. 

Interviewing is often the first and most significant step in the recruitment process, yet many organizations treat it as a mere formality. To attract top-tier managers, you need to approach interviews with intent and purpose, starting with a well-crafted job description; this sets the stage for attracting the right candidates. Clearly outline the responsibilities, required skills, and desired experiences. Be honest about the challenges the manager will face, and the culture of your organization. This will help attract candidates who are genuinely interested in the role and its unique demands.

Instead of asking hypothetical questions, utilize behavioral interviewing techniques to gain insight into how candidates have handled real-life situations. Questions such as, "Can you describe a time when you had to lead a team through a significant change?" allow candidates to showcase their leadership style, problem-solving abilities, and emotional intelligence. This method provides a clearer picture of how they might perform in your organizational structure and culture.

Cultural fit is so often overlooked in the hiring process, but it's a critical factor in long-term retention. Ask candidates about their values and preferred working styles. Questions like, "What does a successful team look like to you?" or "Tell me about a time you had to handle a conflict within a team” can provide valuable perspective into whether a candidate aligns with your organization.

When getting to know and interviewing a potential managerial candidate, it’s important to focus on their leadership philosophy to help you gauge their potential effectiveness within your organization. Consider also posing scenario-based questions that require candidates to think on their feet and demonstrate their problem-solving skills; this not only assesses their ability to problem-solve, but also reveals their adaptability, thought process and creativity. Discuss with candidates how they have contributed to diversity and inclusion in their previous roles to get a glimpse into their awareness of these critical issues, and their willingness to promote a positive workplace culture.

Transparency during recruitment is vital in building trust with potential hires. Prioritize transparency throughout the recruitment process by openly sharing your company's values, mission, and expectations from the outset. This helps candidates understand the organization's priorities, and whether they align with them. During the interview process (which should ideally include team members from various roles and departments, to further prioritize both transparency and fit), share examples of how these values play a role in day-to-day operations.

We know that quality managers are often looking for more than just a paycheck; they want to grow and develop in their careers. So be proactive when discussing career development opportunities available within your organization; highlight mentorship programs, training initiatives, and pathways for advancement to help candidates envision their future with your company.

Recruiting and retaining quality managers requires a proactive and thoughtful approach. By enhancing your interviewing process, asking the right questions, and promoting transparency, you can better identify candidates who will thrive in your organization. The goal is not just to fill a position but to cultivate a leadership team that will contribute positively to your company culture and drive long-term success.

By taking these steps, you can create a workplace where quality managers not only want to join but also choose to stay, leading to a more stable, productive, and harmonious organization. In the end, your efforts will pay off not just in higher retention rates but also in a stronger organizational culture and improved performance.