The challenges of recruiting into complex organisational structures

The challenges of recruiting into complex organisational structures

Having recruited for multiple clients over the years with complicated organisational environments, I wanted to share my insights into what a complex organisational structure looks like, the common challenges individuals will encounter in role and the essential attributes search firms and companies should identify within candidates to ensure they succeed in such an environment.

What is a complex organisational structure

Complex organisations come in many shapes and sizes.  They are characterised by layers of processes, multiple business units and often varied cultural or functional approaches across the enterprise.  Typical structures include:

1. Group functions with multiple business units
   Here a central corporate function supports several business units.  Each unit operates almost as a separate company, complete with its own profit and loss responsibilities, marketing strategies, IT and operations.  This decentralised yet interconnected model requires seamless coordination among separate entities that have differing objectives.
2. Global/multinational organisations
   In these companies, while there is a central headquarters driving strategy, local teams handle on-the-ground operations.  For instance, local IT teams are deployed in various countries, each adapting to their region’s specific market needs, regulatory landscapes, and cultural norms.  This geographical spread can complicate aligned communication and decision-making.
3. Matrix organisational structures
   In matrix organisations, employees report to more than one manager — typically a functional manager and a project or product manager.  This overlapping responsibility often generates ambiguous roles and shared accountability, making cross-functional collaboration challenging.
4. Large companies with a significant senior management presence
   These organisations have well established hierarchies where multiple levels of senior management are involved in decision making.  While such a structure brings experience and foresight into play, it can complicate communication channels and slow down the decision making process.

Challenges encountered when working in complex organisational structures

Whilst complexity can provide many benefits including encouraging innovation, improving risk management and ensuring scalable growth, it can also create unique challenges, including:

1. Achieving acceptance and support from multiple stakeholders
   When an organisation comprises several business units or operates across multiple regions, each stakeholder often has unique needs, priorities and opinions about “what good looks like.”   Securing a consensus can be time consuming and may lead to compromises that don’t fully satisfy any party.
2. Navigating bureaucracy
   Complex organisations are often governed by strict processes and hierarchical approval chains.  Decisions can stall as each layer of the organisation must review, validate and approve selections, which can lead to delays.
3. Working with different cultures
   Whether it’s geographical diversity or variations in work cultures within the organisation, employees have to account for differing cultural practices and work ethics, with sensitivity and adaptability.
4. Ensuring effective cross-departmental collaboration
   In multifaceted companies, employees rarely work in isolation. Cross-functional collaboration is essential, yet challenging due to differing work cultures, communication styles and leadership approaches.  Misalignment between departments can lead to inefficiencies, misunderstandings and even workplace friction.
5. Adapting to a changing environment
   Organisations with complex structures are often continuously evolving. From organisational restructures to shifts in strategic direction, changes can be frequent and impactful. Employees need to be resilient and agile enough to adapt to ongoing changes.
6. Maintaining a consistent message
   With multiple teams, locations and hierarchies, ensuring consistent communication can be challenging. Misinformation, siloed knowledge or misinterpretation of directives can slow down productivity and cause frustration among employees trying to navigate unclear expectations.

Key candidate attributes

To succeed within these complex environments, candidates need more than just technical expertise.  Below are some of the attributes search firms and companies should assess during the recruitment process:

1. Excellent senior stakeholder management and relationship building competencies
   In complex structures, the ability to manage relationships at the senior level is essential.  Candidates should be able to robustly engage with multiple stakeholders, understanding nuances and accommodating varying expectations while building long-term, trust based relationships.
2. Patience and capability to operate in a changing environment
   Given the constant change (whether it be organisational shifts, new policies and/or evolving business requirements) candidates must demonstrate a calm and adaptable mindset.  Patience in navigating through bureaucratic red tape is also a key asset.
3. Strong adaptability and communication skills
   The ability to quickly adjust and communicate within dynamic settings is important.  Whether it’s clarifying project goals or collaborating with diverse teams, strong communication skills ensure that the candidate bridges any gaps that might arise.
4. Relevant experience in similar environments (ideal but not essential)
   While candidates with prior experience in similar complex organisational settings bring an immediate advantage, this is not always a strict requirement.  If individuals can demonstrate the above, I believe they can thrive in such an environment.

Conclusion

Recruiting into a complex organisational structure is a nuanced task that demands a deeper evaluation of both the environment and the candidate’s potential.  By understanding the unique challenges, ranging from multi-layered stakeholder interests to rapidly evolving internal landscapes, search firms and companies can ensure the brief is fully aligned to the requirements of the mandate, therefore ensuring they are identifying and attracting the right talent.