Editor's Note: What with President's Day and the presidential primaries, it's time for each of us to think about our own chances of being sworn into the corner office. That's exactly what Margaret's classic Cafe post is reminding us. If we've got our eyes on the prize, we'll need some very specific experience and street cred. Here's what executive search firms are looking for in a CHRO -- Margaret adds that there is a recent update on CHRO qualifications on the SHRM site.
The leading privately held global executive search firm, Spencer Stuart, just told us what they look for in an HR resume. They are the people who would know, as they claim to have unrivalled access to leading executives around the world. It's a pretty grand claim but I happen to know it's true because a close friend is a Global Practice Leader for Spencer Stuart.
Buried on page 70 of November's workspan, from World at Work, is a sidebar by Steven Blackman and Claudia Lacy Kelly of Spencer Stuart. In it they tell us how us HR practitioners can prepare to, "speak your CEO's language . . ." by developing business intelligence and acumen.
Take this good advice but also recognize the coded message. It's another way of saying, "This is what we look for when we go searching for HR executives."
Here are some take aways:
Signs of Executive Mindset and Experience
- Haven't relied on what you already know -- have moved around, gotten out of your comfort zone and succeeded
- Stayed focused on outcomes
- Showed dexterity in dealing with a complex, matrixed organization
- Designed organizations and organizational change
- Recorded international experience (early in your career is better)
- Pursued cross training in finance, operations and/or general management
Valued Competencies
- Uses skilled judgment as a guide to thought and action
- Accurately distinguishes and identifies critical objectives
- Analyzes relevant information adeptly
- Chooses the most effective path to achieving goals
- Develops clear strategies to achieve outcomes, anticipating likely obstacles and applying creative problem solving
- Understands how the company makes and loses money
Impeccable Add Ons
- MBA
- Broad-based business credentials (think Wharton or other business school Executive Development Programs)
- Applied psychology degree in business specialty
No more insider secrets. Now you know what to shoot for.
Hoping no one's noticed that you're skipping compensation communications? Ask around! Then base your 2016 strategy on the popular ebook, Everything You Do (in Compensation) Is Communication @ www.everythingiscommunication.com. Margaret O'Hanlon, CCP collaborated with Ann Bares and Dan Walter to create this DIY guide to compensation leadership. Margaret is founder and Principal of re:Think Consulting. She brings deep expertise in compensation, communications and leadership to topics like the CEO Pay Ratio and performance management discussions at the Café. Before founding re:Think Consulting, Margaret was a Principal at Willis Towers Watson.
Any idea what this means? "Applied psychology degree in business specialty"
Posted by: Ross | 02/27/2016 at 01:58 PM
I sure don't know, Ross. Do you get these on line? Lots of 'platitudes'. Seems to me folks in this role need a proven track record of translating human resource costs into measurable bottom-line results. But who knows.
You notice there is no requirement related to successfully managing the largest opportunity cost most organizations have--pay and benefits!!!
Posted by: Jay Schuster | 02/27/2016 at 03:29 PM
The "extra" premium useful "add-on" credential Ann suggested might be limited to the I/O Psych field. The only other possible Psych specialty disciplines with a general business application I can think of would be the Developmental, Behavioral/Cognitive and Personality Assessment subjects and maybe Social Psychology. But I'm not a Piled Higher and Deeper like some of my much more academically accomplished friends and am therefore obviously totally incapable of such advanced cogitation.
Posted by: E. James (Jim) Brennan | 02/27/2016 at 04:03 PM
Errata: my bad. Ann posted this Classic article but it was originally written by Margaret O'Hanlon. While I teasing Jay, I did not intend to deny Margaret credit for this useful post.
Posted by: E. James (Jim) Brennan | 02/27/2016 at 11:27 PM