As a rule, the majority of candidates for any senior-level position are technically qualified to do the job. The hard part is determining the right choice from among them. Improving the selection process significantly reduces the likelihood of false starts, enhances business continuity, and eliminates the hassle of a termination and the costly and time-consuming search for a replacement.
Selection can be improved by attending to how well an individual matches the requirements of the position and the needs of the organization. While this element of fit is different for each company, the concept can be defined. Fit is best described in terms of what is required for this company and this executive team at this time to implement its business strategy successfully. It should be noted that "best fit" is not simply a carbon copy of current executive team members. You are looking for individuals who are compatible and yet will differ in ways that strengthen and diversify your current leadership capacity.
In order to determine who fits, you must first gain insight into yourself and the needs of the organization. It is necessary to know and understand the company and the candidates well enough to be able to screen out all those who would not fit, regardless of their skills, knowledge and experience. This narrows the field so that you can more easily make a good choice.
You must look beyond the strict requirements of the job itself to examine three related topics:
- the current business objectives and challenges.
- the type of leadership required to implement them.
- the specific behaviors that represent this leadership style.