Hire Leaders for What they Can Do, Not What They Have Done
Hire Leaders for What they Can Do, Not What They Have Done’ is the holy grail of smart recruiting.
The key is to ask questions to understand how the person thinks, what they value, how they treat others and, in turn, how they expect to be treated.
Their judgement and approach to problem solving also matters. These qualities will guarantee they can handle whatever you throw at them.
As an executive recruiter, I ‘know it when I see it’ — my sixth sense always guides me when I meet the right candidate with the perfect combination of qualities.
And I clear my client’s calendar to put this gem at the front of the line. The rest is history.
I got inspired by this tip of the day in Harvard Business Review:
'When Hiring for Leadership Roles, Look Beyond the Obvious Candidates'
When deciding who to promote into a leadership role, most executives look at how candidates have performed in their current job. But past performance isn’t always the best predictor of success. Individual contributors are usually measured on their ability, likability, and drive — but leadership demands other traits, including integrity and emotional intelligence. So don’t just promote your highest performer. Instead, think about what good leadership looks like at your company. Do you need people who can drive results? Bring everyone together? Listen and develop others? Innovate and evolve the business? Then think about who has the skills you’re looking for — and take another look at employees who “may not be ready.” Reconsider them on the basis of their ambition, reputation, and passion for your business. Sometimes the youngest, most agile people turn into capable leaders when given the chance.