Post by account_disabled on May 2, 2024 1:07:47 GMT -5
DEAN MADISON CEO TD MADISON ASSOCIATES Why Can t We Figure Out How to Select Leaders Is that really the first question we should be asking Or should we start by asking what are we trying to achieve as an organization As a SR level Recruiter with plus years of experience we have discovered that while most hiring officials can tell you what they are looking for on paper they have a much harder time describing what they want the person to achieve within the position.
Secondly I think by human nature we want to believe that a successful hire is someone who will last for many years and through many different cycles. our energies evaluating a Brazil Phone Number List candidate s potential by conducting in depth behavioral based interviews using psychometrics to predict their personalities and conducting background checks along with references. However we spend little time thinking about the impact of the existing team the culture of the organization and how they impact the success or failure of the new hire. By first starting with what the Board.
CEO has set as the operational objective you can began to evaluate individuals that bring relevant experiences to the opportunity. As an example with the current business climate we will see the need for more executives that have a mastery of turning around companies. I would think most business executives would agree that someone with those skills and personalities are not what you would be seeking for someone that will lead an organization through a growth period.
Secondly I think by human nature we want to believe that a successful hire is someone who will last for many years and through many different cycles. our energies evaluating a Brazil Phone Number List candidate s potential by conducting in depth behavioral based interviews using psychometrics to predict their personalities and conducting background checks along with references. However we spend little time thinking about the impact of the existing team the culture of the organization and how they impact the success or failure of the new hire. By first starting with what the Board.
CEO has set as the operational objective you can began to evaluate individuals that bring relevant experiences to the opportunity. As an example with the current business climate we will see the need for more executives that have a mastery of turning around companies. I would think most business executives would agree that someone with those skills and personalities are not what you would be seeking for someone that will lead an organization through a growth period.