Hiring Based on Past Deficiencies

When organizations are hiring to replace a key leader, often they hire based on the deficiencies of the last person that held the job.

I.e.  “Our last GM was so numbers-focused that it drove us all nuts.  This time we need a real people person.”

So a ‘people person’ is hired, the fit isn’t there, and the organization realizes that they do need someone with a numbers focus in that seat.

When you look to hire, create a score card with 4 or 5 measureable key results that the organization has to achieve in order to be successful.  Once you’re clear on that, start looking at real people who have shown a history of achieving those sorts of results.

Be clear on what the organization needs, and don’t base your next hire on what you didn’t like about your last one.

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