Past job performance: the crystal ball
They say history repeats itself, and in the world of executive hiring, this can be a powerful tool. Past job performance is often the best indicator of future success. But it’s not just about the roles they’ve held or the companies they’ve worked for. It’s about digging deeper into the impact they’ve had.
Think of a candidate who turned around a struggling department, increasing revenue by 50% in two years. This achievement isn’t just a bullet point on a resume; it’s a testament to their strategic thinking, leadership, and ability to drive results.
Look beyond titles and tenures. Investigate the specific projects and initiatives they’ve led. What challenges did they face? How did they overcome them? Understanding the context of their successes can provide invaluable insights into their potential fit for your organization.
Aptitude: the hidden gem
Aptitude goes beyond experience and education. It’s about the candidate’s ability to learn and adapt. In today’s rapidly changing business environment, this trait is more critical than ever. Aptitude testing can reveal a candidate’s capacity for critical thinking, problem-solving, and innovative thinking.
Consider a scenario where a candidate demonstrated exceptional adaptability by successfully transitioning from a traditional industry to a tech-driven startup, bringing fresh perspectives and innovative strategies that propelled the company forward.
Aptitude isn’t just about intelligence; it’s about how quickly and effectively someone can learn new skills and adapt to new situations. This can be particularly valuable in a C-level role where they’ll need to navigate uncharted territories and drive the company through transformation.
Behaviors: the cultural catalyst
Behavioral traits are often overlooked but are crucial for predicting a candidate’s success, especially in leadership roles. Traits like resilience, emotional intelligence, and the ability to inspire and motivate teams can make or break a leader’s effectiveness.
A candidate who consistently demonstrates high emotional intelligence will likely excel in managing diverse teams, fostering a positive work environment, and navigating the complex interpersonal dynamics at the executive level.
Use behavioral interviews and psychometric tests to assess these traits. Ask candidates about specific situations where they had to demonstrate resilience, manage conflict, or motivate a team under pressure. Their responses can provide a window into their behavioral tendencies and how they align with your company’s culture.
Or even better, do a 360° reference check. A 360-degree reference check takes the reference check a step further by gathering feedback from a broader range of individuals who have interacted with the candidate in various capacities.
Reach out to a diverse set of references, including subordinates, peers, clients, and even suppliers or partners and ask targeted questions that delve into the candidate’s leadership qualities, interpersonal skills, and ability to drive results. Look for patterns and consistencies in the feedback to build a comprehensive profile of the candidate’s strengths and areas for improvement. It will provide you with a well-rounded view of the candidate’s professional behavior and competencies and uncover hidden aspects of the candidate’s performance that might not be evident in traditional references.
Hiring the right C-level executive is more than a strategic decision; it’s an investment in your company’s future. By focusing on past job performance, aptitude, and behaviors, you can uncover deeper insights that go beyond the surface-level qualifications. Remember, the goal is not just to fill a position but to find a leader who can drive your company to new heights.
So, next time you’re faced with the daunting task of hiring a C-level executive, look beyond the resume. Dive deep into their past achievements, assess their aptitude for learning and adaptation, and understand their behavioral traits. These predictors of success can help you make a more informed, confident decision, and ultimately, secure the right leader for your organization’s growth and prosperity.
