Large companies posting vacancies for the position of development director are primarily looking for people with certain skills, knowledge and personal qualities. Future managers should be aware of both market trends in a specific segment and general business laws. This determines the main requirements for an employee, which are indicated in advertisements for hiring a specialist. The necessary points usually include developed analytical skills, strategic thinking, increased efficiency and, of course, at least 5 years of experience in a managerial position. A master's degree in management (MBA) is welcomed.
In addition, it is desirable that the south africa email list candidate for the position has economic literacy and has experience in several areas of business. Extensive practical experience is valuable because it allows the manager to be guided by proven solutions, and not rely only on theoretical methods. Let us recall that the development director combines 3 positions at once: an analyst (in the ability to determine market patterns and trends), a marketer (in mastery of promotion techniques) and a sales manager (in the skills of identifying potential clients and interacting with them). Taking this feature into account, the professional experience of the development manager must be multifaceted and very high-quality.
But it is not enough for such a specialist to have exceptional and versatile qualifications. It is important that he shares the ideas of the company's top management and has common views on the development of the enterprise. Therefore, when choosing a suitable candidate for this position, the presence of personal sympathies and some subjectivity in judgments is allowed.
Search for a competent development director
The only proof of the director’s professional suitability can be a successfully implemented project, as well as the degree of participation of the specialist in the implementation of this project.
Often, among candidates for the position, there are overly ambitious people with clearly inflated demands on themselves. Such specialists are not ready to carry out any assignments independently, and the news about the need for such work becomes an unpleasant surprise for them.
In order to avoid the possible dismissal of a director with overly high ambitions, it is necessary to identify the candidate’s expectations for this position in advance, at the interview stage.
Don't be fooled by the eloquence and impressive oratorical skills of a candidate for the position. It may turn out that this specialist is very weak in practical skills. The principle "who thinks clearly, speaks clearly" works well here. Guided by this, it is worth giving preference to a person who uses only specific facts in his speech.