Prominent leadership appointments are under more scrutiny than ever before. In this article for HRzone, Simon Hayward looks at the need for fair and transparent selection processes.
At the same time as the concept of ‘jobs for the boys’ has become less socially acceptable, today’s sceptical public is taking more and more interest in the appointment of prominent leaders working in both public and private sector organisations.
Trust in public figures is at an all-time low, following scandals such as MPs’ expenses and the mis-selling of financial products, and there is pent-up demand for more open, honest and authentic behaviour.
What this all means in practical terms is that, when the time comes to appoint a new leader, employers must ensure that their recruitment and selection processes are fair – and just as importantly, are seen to be so.
Simon considers some real-life examples of favouritism and nepotism, and suggests how organisations can instil confidence in the leadership selection process by ensuring it is open, transparent and merit-based.
While clear recruitment guidelines are essential, they are simply not enough. It is crucial that all interested parties are engaged with the appointment process in a positive way – a situation that depends almost entirely on how well it is handled.
Click here to read Simon’s article in full.