@Omkar Pradhan My questions are leadership-hiring focused: 1. Shortage of talent pool, both internally and externally, is a challenge in leadership hiring. What would be a well-planned succession that benefits companies in terms of cost, time and change management? 2. Since leadership hiring is a strategic decision, organisations invest much time in interviewing the candidature, understanding the candidates’ personal goals and expectations, and background & referral checks. How can recruiters keep the candidates engaged till the management comes up with a firm decision? 3. What are some ways that recruiters can try to identify passive candidates and give them convincing reasons for processing their candidatures? 4. Cultural fitment is the most analysed factor in leadership selection processes. How important is cultural training for a newly-hired leader? Super curious to know your tips and tricks 😄

hey @[TSOW] Priya Bhatt 1. I wouldn't call it shortage of talent pool, but at leadership level - handful of people would be Interested, Being honest here Organization should always develop a very strong 2nd in line Internally - who may be 60-70% ready for the next elevated role, So just in case any leader decides to call it a day, the function won't collapse immediately OR Organization won't be under stress to hire in hurry, Succession planning is crucial and organizations should always plan atleast 12-18 ahead of today 2. Usually Candidates at leadership level are seasoned professionals & they understand the process + they won’t be applying for any other job.. so the risk becomes minimal.. But having said that Recruiter should ensure that they should keep them warm by being in touch with them atleast once a week through any medium possible this helps in the dipstick 3. For Passive Candidates it would always be selling the Vision more then a Job.. Because if they are sold for it.. they become active candidates from passive 4. Extremely Important - As I mentioned that Leaders are Business Drivers & Culture protectors .. So it’s important that culture is embibed/embraced by the leaders because that is how they’ll be able to drive the impact.. as they say Manager/Leader is as good as the team shows.. Companies have started developing Culture Handbooks etc.. But Culture is not to be kept in books but to be practiced daily but by bit..