Developing an Effective Selection Process


“Given the many things that businesses can’t control, from the uncertain state of the economy to the unpredictable actions of competitors, You’d think companies would pay careful attention to the one thing they can control – the quality of their people, especially those in the leadership pool. An organization’s human beings are its most reliable resource for generating excellent results year after year. Their judgments, experiences, and capabilities make the difference between success and failure. (Bossidy, L., & Charan, R. (2002). EXECUTION: The Discipline of Getting Things Done. New York, NY: Crown Business).”

Today, more than ever, it is critical that organizations get it right when it comes to hiring decisions. It seems the message is being heard loud and clear, as the industry trend of conducting an in-depth selection assessment of your critical leaders is becoming more and more prevalent. In this article we’ll explore the vital components of a strong selection process.

First, it is important to have a clear picture of what you are looking for, then you can define your process. We recommend an initial screening for technical competencies. Once you are assured a person is qualified, a two-interview process incorporating your key stakeholders should be next. Interviews should be behaviorally based and linked back to your job analysis. Your top candidates also should include completion of a valid assessment tool and a reference check. Below are some suggestions on each area…

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