With most searches for executive-level talent, you need a well-defined set of experiences that you expect communications pros to have. These criteria are based in both technical qualifications that pertain to the role and in a broad set of intangible leadership qualities that need to be highly developed for the candidate to be considered qualified for such a role.
Laser-sharp analytical metrics help evaluate a professional's abilities to be successful in a given position, but it is the intangible human assets that a candidate acquires during the course of his or her career that often takes precedence in hiring decisions.
The two most important qualities clients seek in senior talent is the ability to both influence leadership's thinking as a strategic counselor and leverage analytical abilities in order to be considered a key link in the decision-making process.
C-suite-level executives always evaluate the "value-add" proposition when making senior-level hires. In my opinion, "value-add" today is defined quite broadly to include a candidate's knowledge base, and it extends beyond traditional communications into the realm of business-leadership traits.
Smooch Reynolds is CEO is The Repovich-Reynolds Group.
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