If you’re a new CEO then being given the important decision of which candidate to hire from the pool available can be daunting. Each staff member plays an important part in any organization, if you pick the most competent and knowledgeable then your company is bound to thrive but if you pick someone who lacks knowledge in various areas then in the long term your company will run into problems.
However, to make the decision more complex who to hire isn’t based purely on who has the most knowledge and is the most skilled, companies require a lot of teamwork on most tasks so if your new staff member is joining a team it’s important to know what the people in the team are like so you can make sure your new staff member gets on with them well. If the current team members clash with the new member of staff then this will also cause problems for the company as it will cause friction and potentially a hostile work environment which will damage the team’s morale and productivity. Even if you’ve been CEO for a long time this is still a high-pressure decision to make as a company is only as strong as its weakest staff member.
If you’re struggling with how to decide then take advice from successful CEOs who have had lots of practice making this decision and who always make the right choice for the company. We’ve compiled some of their best advice, from what questions to ask during the interview to reading how potential candidates will get on with exiting staff, to help you make this big decision.
What to Ask
Asking questions at an interview is the main way to get an idea of who the candidate is, how skillful they are in the field they’re applying for and what their personality is like, and how they’ll fit in at the office. You’ll want to vary the questions you ask so that you can start to form an opinion on these 3 things to see how much of an asset they would be if you gave them a role at the company.
The most common question that CEO’s recommend asking is what they know about the company and why they want to work there, this will make it evident if the individual knows about the company and they want to work for your company specifically if they do this is a good sign as it means they will try hard for the company as they will care about the company as a whole, not just about their career. Another good question to ask potential employees is about a disagreement they’ve had in a past job with a colleague or manager, this will help you to judge their character based on how they handled the situation, it will be a good way to see if you think they’d fit in with the morals of the company and the staff.
Finally, you could ask them how they handle tight deadlines to see if they will be able to handle the pressure of the job as it’s usually necessary to be able to deal with a heavy workload. Previous CEO’s have tried and tested these questions and found them to be some of the most successful as it gives you a lot of information.
Talk to Senior Staff
If you’ve gone through the interview process with all of your potential candidates and you’ve asked insightful questions and have an idea of what the candidates are like but you’re unsure how to decide as many of them are outstanding, then even though the decision ultimately ends with you, you don’t have to make it alone. Other senior members of your company will likely have also have experience in hiring new staff, whether at this job or a previous one and they’re there for you to discuss and ask advice from. They also may know some of the current employees better and be able to give advice on which candidate will match the personalities of the teams if many candidates have equal knowledge and are both interested in the company’s goals.