Do you make this mistake when hiring key leaders?

“I can’t quite describe who the right person will be. I’ll just know it when I see them.“

How often do we hear this phrase from people who need to fill a key leadership role?

The risks of this are numerous:

• You make a decision without a reference to the businesses’ needs.
• You tend to like candidates who are similar to yourself, whether that is what the role needs or not.
• Each of your key stakeholders in the decision has a different expectation.

Sometimes you get lucky and the appointment is highly successful. More often, it misses the key aspects of the role or is simply a disaster.

How can you improve the odds of a top hire significantly?

Through robust and disciplined decision-making in your business.

This is not a call for bureaucracy. It is not about creating a process for the sake of the process.

It is about the high costs of making the wrong decision.

One way to approach this is by using the same technique you use when planning a family vacation.

You, your spouse, and your children sit around the kitchen table, and everyone gives their suggestions and ideas on where to go and what to do. After what is probably a good-natured and lively conversation, you all agree on where you will go for the summer. Each of you does research; you go online, and you talk to friends who have been there before. After the research, you all sit down together again and discuss the hotels, flights, and excursions before finalizing plans and making reservations.

This is an example of inclusive and robust decision-making. You can apply this very easily in your business.

What are the benefits for you?

• It sets the tone and expectation for professionalism in your business
• It results in more successful decision making
• It engages your people, making everyone more effective
• It saves time
• It saves money

The next time you need to appoint someone into a key role in your business, follow these simple steps.

1. Bring key stakeholders together and determine the critical attributes required to achieve the set goals.
2. Agree on key stakeholders' roles in the process.
3. Share perspectives and insights across key stakeholders as a group.
4. Reflect on any insights that may require you to adjust any of the original requirements.
5. Make your decision.

You will see an immediate improvement in hiring decisions!