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Quick Start Guide to Hiring Effective Executives


5 comments
  1. Peter Saddington

    January 8, 2013 at 11:43 am

    Great ideas Johanna, though your last point may require a bit more depth.

    How does one understand the current cultural landscape? Behavior of a certain individual… or asking those questions doesn’t necessarily mean they will fit into your business cultural context. <- That requires a ton more work, research and analytics.

    Chemistry aside, there are a plethora of considerations that can (never) be covered in an interview. I would say, you cannot know, truly, whether a candidate fits into a culture based of an interview. It takes a deeper dive into behavior analysis and personality that requires surveys/assessments.

    -Peter Saddington

    Reply
    • Johanna Rothman

      January 9, 2013 at 7:38 am

      Peter, I wouldn’t do a survey or a psychometric assessment. I would,
      however, do an audition. Especially with a senior exec, you wouldn’t do a
      one-shot interview. An in-depth interview requires planning, and
      crafting an audition. And the kind of audition requires knowing what value you want the exec to bring.

      Do you want the exec to deal primarily with customers? Or to work with the rest of the exec team on implementing strategy with the product development group? Or, maybe to lead the sales team or create the online strategy? All totally different auditions.

      Your culture is how you and your organization agrees on what you can discuss, what the organization rewards, and how people treat each other. If you have identified what your organization’s culture is (and I walk you through that in Hiring Geeks That Fit), then you can craft an interview and audition that fits for the exec.

      It’s work. But if you invest in crafting the questions and the audition, your cost-to-hire will be worth it.

      Reply
  2. Jon Tucker

    January 9, 2013 at 4:54 pm

    I’m not an HR person, but do you agree performance-based interviews are not enough in assessing cultural fit? Are assessment tools (usually proprietary products of recruitment firms needed?)

    *What is the current industry standard for assessing cultural fit for fast-growing organizations? What combination of tools or methods are considered high standard or best practices today?

    Reply
    • Johanna Rothman

      January 10, 2013 at 5:45 am

      Hi Jon,

      I’m suspicious of proprietary assessment tools. I don’t believe in them. I believe that they are a way to soak the client and bias the client.

      You have to assess your own culture. It’s hard work. Your culture is:

      * What people can discuss
      * What the organization rewards
      * How people treat each other

      I discuss this in Hiring Geeks That Fit, and explain in the chapter about hiring managers how to assess managers.

      I don’t know if you looked at my blog post below in my second response to Peter where I posted the link to creating auditions.

      There are no shortcuts. A tool such as an assessment is a shortcut. An audition is not. Meta-questions are not. Having the candidate spend time with people at several levels of the organization is not a shortcut. Having an exec candidate only spend time with execs is a shortcut.

      Hiring execs is expensive. Don’t use shortcuts!

      Reply

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