Time & Attendance
Prevent Call Outs
Implementation & Launch
By Staff Report
Jan. 25, 2013
Dear The Future Is Now:
Finding superior performers is a challenge for any organization, especially at the executive level. There are many factors to consider, so we have highlighted some key steps to take when engaging in an executive-level candidate search:
Define and understand both the organization and job. Talk with members of the executive team to define and identify the key accountabilities for the job.
Once you identify the key accountabilities, prioritize them in order of importance as it relates to the company and the job. Now the executive team can look at key accountabilities for knowledge, hard skills, soft skills, intrinsic motivators and behavior.
From this process, you can develop interview questions that specifically relate to the above key accountabilities. Before you advertise, the executive team should fill out an ideal candidate form. It’s very important that you let the data determine your decision and make sure you aren’t guided by emotions.
The person you hire should fit the criteria you identify for the ideal candidate.
SOURCE: Bill Bonnstetter, Target Training International, Scottsdale, Arizona
LEARN MORE: Please click here to see how Newell Rubbermaid has adopted a prescriptive approach to developing senior leaders.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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