It happens even in the best of organizations: A senior position needs to be filled. A team is formed to take responsibility for hiring the right candidate. It may include the CEO, the head of HR, the hiring manager and a search firm. The process looks straightforward, but for some reason, things go terribly wrong.
In their search for a candidate for a particular leadership role, many companies try to find one who has acquired 100% of the hard skills in an organization of a similar size in the same sector. I have termed this “same to same hiring,” and it often doesn’t work. Even a candidate with a striking match of hard skills and sector experience may still fail in the role.
There’s a better way to do it.
Behavioural questions have become a common tool for assessing fit in interviews. But do they work?
Interviews provide a great opportunity to gain insight into the personalities of potential employees. However, to exploit this opportunity, interviewers have the challenge of designing the most effective interview questions.
Have you just had a really bad day at work? Are you losing sleep and feeling unappreciated or overworked? Is the grass starting to look greener elsewhere? In our career consulting, outplacement and executive search practices, we see many people who have made career missteps because of hasty decisions about staying or leaving.
While there are no hard and fast rules for when you should make a move, here are a few considerations:
