Every company needs a CEO at the helm to lead the organization towards a successful fulfillment of their corporate vision. In the hands of the CEO, you can find the definition of the corporate culture, workforce motivation and employee dedication. A good CEO can create such a healthy working environment that every employee will give his all, but still feel that the company is offering so much more. For all these reasons, a CEO could easily be the make or break of an organization, which is why hiring the right CEO is such a big deal.
There are several considerations that should be made when hiring a CEO and taking them into account during the hiring process will definitely determine if you’ve got it right. Now, from the other side of the table, being a CEO is no walk in the park. The responsibility and accountability for the company’s future rests upon their shoulders and in 2016 more than ever they are facing challenges that should be taken into account when deciding to take on this role. You can read more about these challenges on the Jason Hanold WordPress page, and keep them in mind when hiring because you’ll need to ensure that your candidates can face these challenges and overcome them for the sake of your company. While analyzing the most important aspects of hiring a CEO, here are the ones to keep in mind.
Top skills to look out for
Of course, a CEO has to have a set of skills that will allow them to be successful, and having leadership and people skills has to be at the top of the list. CEOs need to have clear managerial skills to be able to lead the company, including its directive team who will trickle down the same leadership style. The CEO will also need to have good skills to deal with stakeholders and keep them in the loop in a responsible and intelligent manner by maintaining clear channels of communication. An authoritative leader will in many cases lead to disaster, whereas as a leader who leads by example will almost every time have a team that will follow them to the end of the world, and of course, will do the same with their teams. A leader needs to have the ability to adapt to the changes, especially in today’s world. The globalized market truly needs to have a CEO that is willing to adapt to the changes occurring at every turn. Today’s CEO can no longer be an expert in just one field, but instead must be able to have a broader perspective of the company, as well as the industry as a whole.
Where to look
Trying to find the right candidates for the job could be quite complex at times, especially nowadays where the top talent has the luxury of being able to choose the companies they work for and do so based on corporate values, conditions, and perks. Many companies are turning to online social media sites like LinkedIn to find just the right candidates. Today, constantly networking, finding and following thought leaders and ensuring good relationships with recognized figures in your industry will make a big difference when in need of a good CEO. Of course, traditional sources like recruiters is still used.
How to interview
When interviewing a candidate for a CEO position, it’ll be important to get them talking about what you want and focusing on the needs of your company even if these questions may not be easy. A good interviewer will get candidates to be frank about difficult situations, give sincere thoughts on important issues for the company and find out overall personality traits. Most candidates will talk about their accomplishments, former employees, and experiences, mention weaknesses as well as strengths and detail situations in which they have failed, all in an attempt to convey not only their strongest attributes but their low points, in a positive light. As an interviewer, you’ll also need to read between the lines, observe body language and reach a conclusion based not only on what the candidate says but also on how he says it, how others refer to him or her and finally what their track record has been at other organizations.
Finally, it’ll be important for your company to establish a method in which you can evaluate the candidates and each process in a way that you can really assess the organization’s requirements in terms of performance, capacities, values, ethics, teamwork, leadership skills, shareholder return, among other traits your organization consider important. Once you have hired a new CEO, your company should also set up a succession plan that will also make sure you have other strong leaders on your team that could step up when the time comes.