Define the specific requirements for each job role in your organization.
Start by clearly outlining the three or four nonnegotiable criteria needed for success in each role. These criteria should reflect the essential skills and qualities required for the job both today and in the future. For example, if you need a marketing lead, essential criteria might include strategic planning experience, proficiency in data analysis, and team leadership capabilities.
Assess the potential candidates against the defined criteria, not just general skills.
Evaluate candidates based on their ability to meet the specific job criteria rather than relying on general praise or a good interview. Ensure that each candidate has a proven track record of the skills needed for the role.
Conduct deep and meaningful interviews that go beyond surface-level qualities.
During interviews, ask probing questions that reveal a candidate’s past performance, decision-making process, and ability to handle challenges. Avoid generic questions and instead focus on specific scenarios like, "Can you describe a time when you had to make a difficult decision quickly?" This helps in understanding their problem-solving abilities, leadership style, and how well they align with the role's requirements.
Directly verify references to understand the real potential of candidates.
Personally call references and ask detailed questions about the candidate’s work ethic, ability to execute, and leadership qualities. This step is crucial to avoid surprises later.
Invest time in hiring and developing people.
As a leader, dedicate a substantial portion of your time—potentially 30-40%—to directly hiring, evaluating, and developing your team. Regularly interact with team members and their direct reports to understand their strengths and areas for growth.
Have candid and constructive feedback sessions with your team.
Use clear and straightforward language to discuss both strengths and areas for improvement with team members. Provide specific examples and actionable steps they can take to improve. For example, say, "You're strong in strategic thinking, but you need to work on your decisiveness under pressure." Regular, honest feedback helps people grow and develop their skills to better fit their roles.
Make tough decisions about people who are not a good fit for their roles.
If someone is not performing well or isn’t suited to a role, have the courage to make changes. This might mean reassigning them to a different position or even letting them go if necessary.

Assess candidates based on relevant criteria

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