Every month, I talk to companies who lament the mistakes they’ve made by hiring the wrong senior leaders. Amazingly, despite the pain, they usually do not change their hiring practices. So, the pattern continues, poor hires for one of three reasons:
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- ● Bad behavioral fit
- ● Bad relationship fit
- ● Bad motivational fit
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What’s frustrating is how easy it is to test candidates to get a strong “fit” in each of these areas. Start with a preparation phase to understand your own desired behaviors, relationship types and internal motivators. Once this is done, candidate “fit” to your profile is easy to determine. Here’s how to prepare:
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- ● Have successful incumbents in the key roles do online behavioral profiles of their jobs against which candidates can be assessed
- ● Have your existing successful leaders take the Four Groups 4G relationship assessment to determine which relationship types can fit well with your team
- ● Have your existing successful leaders take the PRF Form E assessment to understand the mix of internal motivators that describes your existing team
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Once this baseline assessment data is gathered, assess future leadership candidates against this data model to determine overall fit with your leadership team. You can also use the data to assess potential internal succession candidates for particular roles, both for aligning them to the best roles and for identifying their development needs.
