As you’ve no doubt experienced, everyone you work with is far more interesting and complex than their resume initially indicated. While it provided an overview of their work history, education, and accomplishments, it can’t highlight how a person thinks, how they handle pressure, or define their interpersonal skills. When hiring for a senior level position, you want to do everything you can to find the right fit by taking the time to go that extra mile in the vetting process. In the end it will save you time, money and frustration.
There are at least three types of fit you’re looking to optimize; technical/business acumen, cultural, and leadership. Figuring out if someone has the right acumen is far easier to determine. Throughout the interview process you’ll be able to assess their skills and abilities from a technical standpoint. And if there are areas that are lacking, they can be learned or developed. Technical skills and business acumen are also aligned with the role, because you don’t expect your CTO and CFO to have the same qualities to perform their job well.
When looking for cultural and leadership fit, it becomes more difficult to uncover a candidate’s true profile. During the interview process they are on their best behavior and prepared to answer your questions. Their references are also going to provide you with a positive overall opinion of the person. Unlike professional athletes, there’s no tape to review to see how they have operated in the past.
And, unlike technical skills, you want certain qualities across your executive team in order to build chemistry. During the interview process, you may even feel like your intuition or gut is telling you that the person is perfect for the role; or they seem perfect except for something that you can’t put your finger on. Either way, you can’t rely on your gut alone. You need to confirm your instincts with data.
Personality assessments provide insight and objectivity for candidates during the hiring process. Everyone you talk with is going to be different, with their own set of strengths, weaknesses, values, decision making methods, and leadership style. Without the ability to compare apples to apples, it’s difficult to know which candidate is the best choice for your organization.
At Sheer Velocity, we work with Hogan Assessments in order to strengthen our view into a candidate’s profile with additional insight into their personality traits and leadership capabilities. Assessment results are integrated into our consistent recruitment process using customized dynamically-cued interview questions based on each individual candidate’s work style behaviors, resulting in new, meaningful information and insights. And it doesn’t end once you’ve hired someone. Hogan offers leadership development tools as well for ongoing coaching once having determined the right person to walk through your doors.
Your executives are the driving force of your company, don’t leave your hiring process to chance. Sheer Velocity assists you in making the right hiring decision every time. To learn more, visit our website and let us know how we can help.