Vistage Research Center

Get actionable, data-driven insights and expert perspectives from our global community of CEOs and thought leaders. Led by Joe Galvin, Chief Research Officer

Quick Start Guide to Hiring Effective Executives

  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

    • 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.

  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?

    • 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!


Leave a Reply

Your email address will not be published. Required fields are marked *

Predefined Skins

Primary Color

Background Color

Example Patterns

demo demo demo demo demo demo demo demo demo demo

Privacy Policy Settings

  • Required Cookies
  • Performance Cookies
  • Functional Cookies
  • Advertising Cookies
Required Cookies These cookies are essential in order to enable you to move around the Sites and use its features, such as accessing secure areas of the Sites and using Vistage’s Services. Since these cookies are essential to operate Vistage’s Sites and Services, there is no option to opt out of these cookies.
Performance Cookies These cookies collect information about how visitors our Sites, for instance which pages visitors go to most often. These cookies don’t collect information that identifies a visitor. All information these cookies collect is aggregated and therefore anonymous. If you do not allow these cookies we will not know when you have visited our site, and will not be able to monitor its performance.

Cookies used

Visual Web Optimizer
Functional Cookies These cookies remember information you have entered or choices you make (e.g. as your username, language, or your region), and provide enhanced, more personal features. They may also be used to provide services you have asked for such as watching a video or commenting on a blog. They may be set by us or by third party providers whose services we have added to our pages. If you do not allow these cookies then some or all of these services may not function properly.

Cookies used

Google Analytics
Gravity Forms
Advertising Cookies These cookies are used to make advertising more relevant to you and your interests. The cookies are usually placed by third party advertising networks. They remember the websites you visit and that information is shared with other parties such as advertisers. If you do not allow these cookies, you will experience less targeted advertising.