Your Intuition - Don't Let It Be a Hiring OBSTACLE

Many CEOs claim to have exceptional intuition about hiring for their executive team. “I know in my gut if someone will be a fit,” they say. Much like the stories of gamblers, who will brag about their winnings (but not tell you about their losses), you only hear about the successful hires.

Too many executive candidates today are good salespeople. They know how to create a good first impression, and hit the CEO directly in the gut with their personality, and win the job offer. A smart CEO will suspend intuition for most of the first interview, and use objective criteria to evaluate if a candidate is a fit for the position. The best way to do this is to establish several SMART (specific, measurable, achievable, relevant, and time-bound) goals, which will also constitute a business plan for the new hire. It is important to do this systematically, because it is easy to think you’re doing it, and make mistakes.

For example, a CEO might write down “Grow the business by 10%”, and then ask the prospect, “Tell me how much you grew sales.” This question and the answer may be an oversimplification. It is important to have context. One company might need to grow sales through distribution, another through e-commerce, yet another by direct OEM sales. You need to know how the goal was achieved to know for sure if the candidate will achieve critical results for you.

So don’t trust your gut, or you may end up in the gutter, along with those non-winning betting slips the gambler tossed away!

Visit my blog, The Headhunter's Secret Guide.


Boyle Ogata Bregman builds Performance-Based Position Profiles for all our executive search projects.

Views: 19

Tags: bregman, candidate, ceo, headhunter, hiring, intuition, mark, obstacle, recruiting, trust

Comment by John Hill on May 13, 2010 at 7:15am
Given the failure rate of hires from FTSE CEO to office junior you'd think that gut feel would have been totally exposed. We are in the process of developing a Paradigm Shift in hiring process which should become best practise, but don't bank on it. What we are ding is removing the hiring company and their intuition from the process until a final interview.
You would buy a £1/2 million printing press or computer system on gut feel, so why hire on it

Comment

You need to be a member of RecruitingBlogs to add comments!

Join RecruitingBlogs

Subscribe

Sponsored Video

Marketing Partners

Recorded Webinar

RecruitingBlogs on Twitter

Recruiting Videos

  • Add Videos
  • View All

© 2014   Created by RecruitingBlogs.   Powered by

Badges  |  Report an Issue  |  Terms of Service

scroll to the top