Successful businesses rely on good decision-making
Successful and sustainable recruiting is not just about technical qualifications and meeting the standard job requirements. The real challenge is to attract and retain the right people that match your organization’s culture and system. But how do you, as a decision-maker, create a solid foundation to determine the best outcome? This is where a trained eye and an objective perspective can be very helpful.
As an Executive Search Consultant and Management Coach I can support you, whether you need help with recruiting, people development or want to drive your career forward.
Reach out to me directly to schedule a first phone call or meeting:
Tostmann The Executive Finder GmbH
Telephone +49 (0)69 6677 41-380
At the start of every project my primary goal is to ask the right questions to get to the right answers and establish a constructive environment. What is the current situation in the company? What is the company culture? Do people live up to the values of your organization? Do you need change or optimization, maybe both? Some answers raise more questions that no one has thought about before. Your preferred candidate could come up with such a question. Questions may be thought-provoking and irritating: We often hear what clients want, but we want to help you figure out what you need.
Interviewing techniques, such as behavioral and competency-based interviewing, strengthen the hiring process. However, you can never really get inside other people's heads to see what makes them tick. So, how can you go further?
I use intuition. Intuition is a fascinating tool and is not a question of talent - everyone has intuition. The question is rather: Do you use and train it? I do, and that makes the difference when advising you to find the right match for your organization.
Often, leaders successfully join a company due to their track record and their competencies. Their personality underlies their behavior, actions, reactions and interactions. Personality gives an insight into how leaders execute business strategies and manage change, conflicts and people. It gives us information about a person’s strengths, behaviors that emerge in special situations, decision-making styles, and organizational culture fit. In a nutshell, personality has a major impact on being successful in what you do. It is proven that companies can lower their recruiting costs and prevent talent from leaving with a personality assessment.
Joining a new company can be a challenge which is why more and more companies establish onboarding programs to help new employees get familiar with the organization, the people, and the culture of the company they have just joined. Onboarding is important. However, many candidates feel the need to confidentially discuss their recent experiences and impressions with someone they know and trust and who also knows the organization that is now their employer. Mostly, it is about them getting support to better understand the new organization and its people beyond the unwritten rules. It is also not a secret that many new hires have to keep up with increasing pressure to start performing immediately.
For the past 15 years I have been working day-to-day with (non-) executives, decision-makers and HR managers to attract and retain the right people for their companies. In all questions, I work exclusively according to the systemic coaching approach. People, problems and tasks are not viewed in isolation, but always in the context of the respective social system.