The way organisations operate has changed significantly and, with such change, an equally broad transformation has occurred within the role of senior management and leadership. Top-down autocrats are out and bottom-up teams are in, meaning that not only do senior employees need the technical know-how required of their role, but also the ability to analyse, empathise, manage conflict, communicate effectively and motivate their teams to achieve a greater organisational goal. 

If organisations can get senior appointment right, it can increase productivity, profits and attraction rates. Get it wrong, and the impacts can be disastrous, resulting in low morale, high staff turnover and poor results, just to name a few. 



For example, in a study conducted by HRM, 80 percent of employees said they had experienced poor management or a poor manager at least once in their career. As a result of this, 75 percent considered quitting their job, while 55 percent did. Bullying, micro-management and aggressive and threatening behaviour were all cited as examples of poor management, while 58 percent of employees said their managers were ill-equipped to deal with the human and emotional components of leadership. 

So, when the stakes are so high and the candidate market is so tight, how can organisations ensure they’re able to source and hire the kind of senior employees that will help their company thrive rather than dive? Here, we discuss. 

Tapping into networks

It will come as no surprise to many that it’s a challenging market for those looking to hire experienced candidates. With record number of job ads being posted and the Great Resignation upon us, the traditional methods of sourcing candidates won’t cut through – particularly when looking for experienced, in-demand senior professionals. 

According to Bayside Group National Manager, Transportation and Defence Recruitment, Joe Galea, having a strong network of potential candidates within the industry for which you’re hiring is crucial for finding quality senior appointments. 

“Our consultants have been working in the industry for decades, so their networks include those they’ve worked with before, as well as candidates they’ve placed since beginning their role in recruitment”, he says. 

“They’re following people’s career progression and having the types of daily interactions that are invaluable when it comes to finding senior appointments when the market is overrun with job ads. Why rely on advertising when we already know who’s out there, what they’re capable of and what their career motivators are?” 

National Manager of Engineering, MOG and Infrastructure Recruitment, Wayne Eaton, agrees. 

“The last three senior appointments I’ve made, including a Senior Director and Engineering Manager, have been through directly tapping into my networks and head hunting, rather than placing job ads”, he says. 

Talent mapping 

Sometimes, Wayne continues, we’ve been following an individual’s career progression for years and use talent mapping to present them with a senior appointment opportunity at exactly the right moment. 

“When you have such strong networks as our team at Bayside Group, you have the chance to watch people’s career progress,” he says. “This gives you an understanding of their skills and capabilities, and whether they may be the right fit for a senior role.” 

“It may be that they possess the capabilities for a senior role, but just haven’t been offered the opportunity in their current workplace as they’ve reached the ceiling. 

“This is a win-win for our client as well as the individual. The client is able to hire someone who has the competency, but is also motivated and eager to prove themselves, and the employee can move into a senior role they may not have otherwise been presented with.” 

Industry insights and planning are key

As previously discussed, who an organisation appoints in a senior role is critical for overall success. According to Joe, the right person can assist in changing the direction of companies, aid in decision making and will possess strategic capabilities. 

“The importance of senior appointments should never be underestimated,” he says. “They should be well-researched, timely and planned, and those recruiting for the role need to have an understanding of how that individual can aid in organisation growth.” 

Of course, when sourcing such individuals, a technical knowledge that fulfils the job responsibilities is crucial. However, when it comes to senior employees – whether they be managers, directors or executive team leaders – there are certain qualities that also need to be present for an individual to be successful, including empathy, leadership, problem-solving abilities and communication skills. 

A strong understanding of the industry, the role and how it fits within an organisation is also important for finding the ideal candidate, Wayne explains. 

“Our consultants have an extensive knowledge of the specialisation they work within, which allows them to grasp exactly what responsibilities and challenges an individual will encounter in a senior role,” he says. 

“And by working closely with our clients, our consultants learn what an organisation wants that individual to achieve – whether that be transforming a team, caretaking or being impartial and building a team from the ground up. It’s all exceptionally nuanced and takes a lot of planning and preparation.” 

If you’re looking for senior talent, click here to let us know more about your requirements. Alternatively, if you’d like to discuss talent mapping or future appointments, call us on 03 9864 6000.