In an increasingly interconnected world, the selection of personnel, especially the selection of managers, faces a series of challenges that go beyond the evaluation of technical skills and experience. Globalisation, digitalisation and the constant evolution of business models demand a strategic approach adapted to the particularities of each market. Companies must consider multiple factors when choosing their managers, ensuring that they not only meet the technical requirements, but also possess the interpersonal and strategic skills necessary to be able to work efficiently in complex environments.
Understanding the Global and Local Context
Every company operates in a market with different regulations, cultures and dynamics. A manager who has been successful in one country may not obtain the same results in another if they do not understand the local idiosyncrasies. The capacity to adapt and knowledge of the economic, social and political trends in each region are essential for effective leadership. Furthermore, globalisation has intensified the need for managers who can operate in multicultural environments, where differences in labour regulations, customs and negotiation styles can influence the success of business management. A flexible approach and an open mind are essential for developing strategies appropriate to each context.
Example: In a German company, the tone and communication with customers is usually very formal, whereas in Spain it can vary, as many, even managers, choose to use the informal ‘tú’ form to create bonds of trust with their customers. If a manager changes country, they must adapt, as it is not only a question of language. When selecting a manager for a company, it is important to consider how their profile fits into the corporate culture.
Diversity and Inclusion
Diversity in management teams is no longer just a desirable factor, but a necessity. Studies show that diverse teams make better decisions and are more innovative. However, ensuring equitable recruitment remains a challenge, as it involves overcoming unconscious biases and establishing objective evaluation processes that value cultural, gender and thought diversity. Diversity not only translates into representativeness, but also into the ability to create an environment where all voices are heard and valued.
To achieve this, organisations must review their executive recruitment processes, foster an inclusive culture and offer equal development opportunities for all talent, regardless of their origin or personal characteristics.
Leadership in Digital and Remote Environments
The rise of teleworking and digitisation have changed the way companies operate and how managers lead their teams. The ability to manage remote teams, foster remote collaboration and ensure organisational cohesion are skills that are increasingly valued in the recruitment of staff and managers. In this new landscape, leaders must be able to keep their teams motivated and productive without traditional face-to-face interaction. Effective communication, the use of digital tools and the ability to build trust in a virtual environment are essential to ensure the success of teams in a globalised and digitised context.
Assessment of Strategic Competencies and Adaptability
Beyond previous experience, the current environment demands leaders with a high capacity for adaptation and strategic thinking. The speed at which markets change requires managers who can anticipate trends and manage uncertainty effectively.
Economic and technological situations have made long-term planning increasingly challenging, so companies are looking for leaders capable of making quick and informed decisions based on data and a deep understanding of the industry. The ability to learn continuously and the willingness to experiment with new strategies are essential qualities in managers of the present and the future.
Personal and Professional Brand Management
The reputation of a manager has a direct impact on the perception of the company in the market. The management of the personal brand, both in professional networks and in the corporate environment, is a factor that companies must consider when evaluating candidates for senior management positions. Transparency, consistency of message and the ability to inspire trust are fundamental aspects of effective leadership. In a world where information circulates rapidly, managers must take care of their public image, actively participate in discussion forums and demonstrate a commitment to the values of the company and the community in which they operate.
Find more information about Personal Branding here.
Attracting and Retaining Management Talent
In a highly competitive global market, attracting and retaining the best management profiles is a constant challenge. Factors such as labour flexibility, corporate purpose and opportunities for professional development play a key role in a candidate’s decision to join or remain in an organisation.
Companies must offer attractive value propositions, including not only competitive financial compensation, but also a work environment that fosters personal and professional growth. Corporate culture, leadership opportunities and the possibility of having a positive impact on society are aspects that more and more managers consider when choosing where to develop their careers.
Example: One way to apply labour flexibility would be to offer customised and hybrid schedules. Avoiding the situation where long working days for a manager mean they cannot have a full private life. Offering a way to integrate working life into existing life, so that the manager does not end up burning out, but is highly motivated with a balanced life.
Conclusion
The selection of personnel and managers in the global market is a complex process that requires a comprehensive approach. It makes no sense to look at experience outside the context of the target company. It is important to look at the combination of technical skills, strategic vision, adaptability and inclusive leadership. Companies that understand and face daily challenges due to a constantly changing sector will be better positioned to attract and develop leaders who can drive their sustainable growth.
Investing in well-structured selection processes, evaluating not only technical skills but also human competencies and promoting a flexible and diverse organisational culture are fundamental steps to ensure that tomorrow’s leaders are prepared to face the challenges of a constantly changing world. They will also save a lot of costs, which would be incurred if the wrong hiring decision is made, not to mention the time invested in the selection and hiring process.
Any doubts about recruitment? Find more information here.