In today’s economy, there is no room for error when hiring senior managers.  If you don’t have key people in key positions, you are setting yourself up for failure.  But often, a lack of time or money prevents companies from hiring the best people.  In many cases, firms are tempted to just "fill the chair."  

It’s not easy, but hiring the best talent is can be done. In fact, it must be done for the integrity of your business.  But how do you do it?  Recruiting and interviewing potential candidates can be a job in itself.  And, with advancing technology and increased specialization, it’s harder than ever to ensure that top candidates match your company’s needs. 

Don’t just "fill the chair."  Hire the right person the first time, by following these guidelines: 

• Make sure your applicant pool consists of the type of candidates you want.  That sounds like common sense, but many times job candidates are not screened to ensure that you have a streamlined process.  Assess what skills your company already has and what kind would complement your existing staff.
• Consider how best to recruit the type of candidates you are looking for. Advertising is perhaps the most common way, but word of mouth can also produce successful applicants.
• List the functions of the job you seek to fill. Define it clearly with a written job description that includes performance objectives and expectations.
• Determine the salary for the position. Make the pay competitive in the marketplace to assure that the most qualified candidates will have incentive to apply. It’s a balancing act. Undervaluing a position often leads to under-qualified applicants, but overvaluing can be a drain on company funds.
• Prepare for the interview. Know the criteria for success in the position, and ask the type of questions that help determine whether the candidate possesses those skills. Prepare written questions, and ask the same questions of all the candidates. This assures your comparisons are fair and unbiased.
• Ask questions that seek to detail the candidates past experiences, skills, and perspectives. Listen closely to the answers, and note both the candidate’s verbal and nonverbal behaviors.
• Remember, you are conducting the interview. The company is not auditioning for the candidate. As the interview begins, give a brief overview, but don’t describe the job or your expectations in detail to the applicant. You might inadvertently be telling the applicant how to respond to your questions.
• Be respectful of the candidates by allowing questions at predetermined times during the interview. Answer their questions as thoroughly as possible within the time allotted.

An interview is an opportunity to relate and contrast an applicant’s skills to your needs. Throughout the process, keep your focus on the requirements of the position. Know who you are looking for, and you will hire the right person.

January 12th, 2010