A reading recount of Lauren E. McEntire, Tiffany M. Greene-Shortridge. (2011). Recruiting and Selecting Leaders for Innovation: How to Find the Right Leader. Advances in Developing Human Resources, 13, 266-278.
The recruitment and selection process system is getting difficult it is because of today’s affected society. To identify good leaders to fit into the organisation is it a time-consuming and expensive process. It is crucial for the organisation to stay competitive in the market as innovative leaderships played a crucial role. (Greene-Shortridge, Lauren E. McEnture and Tiffany M., 2011)
The research shown that human resources (HR) professional practices to hire the right skills leader to fit into an innovative organisation, the overall succession played a vital role in the success for the organisation (Sarros, Cooper, & Santora, 2008; Shipton, Fay, West, Patterson, & Birdi, 2005).
The objective of this article had emphaise the importance of develop an organisations’ recruitment and selection strategies to hire an innovative leaders to fit into the organisation. There are several recommendation selection tools such as common behavioral/psychological assessments, behavioral interviews and succession planning.
It is important to have a visionary innovative organisational leader because is the great impact for the organisation to scale greater heights. The HR professionals are greatly responsible to ascertain the individuals to play a significant role on the motivation and performance with other members. The leader’s role is to boost the morale and earned due respect and recognition as a model. Training and Development has been a tool for self-development. The turnover rate is remaining low and retention will be shown higher. There will be a direct impact on the leadership that led by a good leader.
To identify the visionary innovative leaders is the most difficulties recruitment process for HR professional....
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