Hiring a manager that will be successful is vital to your business’ success. The stakes are high, and you shouldn’t leave any room for error. Here are five best practices to make sure you find and hire the best manager.
Know what you’re looking for
It is important that you clearly define what you need in a manager to ensure that your new hire is successful. That is, operationally speaking, you must make clear to yourself exactly what tasks your new hire will be responsible for. This will allow you to create a specific job description that clearly communicates your needs. This communication will allow you to correctly present the employment opportunity to applicants — making sure that candidates are applying for the position you want to fill.
Don’t hire based on experience alone
Past experience alone cannot predict the success of a job applicant. What if they weren’t successful in their last position? What if they can’t adapt to the unique needs of your work environment?
Experience must be measured alongside personality and motivation in order to predict success.
Look for these five personality traits
Dr. Jerry Kehoe, industrial-organization PHD, found that this combination of five character traits correlates with management success: taking leadership, team orientation, service orientation, self-regulation, and problem solving. When hiring a manager, you should look for these traits.
Know where to find successful managers
Where do managers in your industry look for work? If you can answer this question, you will be much closer to finding the applicants you are looking for. Asking around within your industry will be very helpful to solving this problem. Also, it might be a good idea to try industry associations and niche job boards.
Eliminate personal bias
Too often employers hire applicants under the influence of subjective personal bias. The way an applicant looks, their interests, or whether or not you find them “likeable” has no effect on how well they will perform the job.
This potential roadblock can be overcome by using a systematic and objective approach to hiring. That is, before hand, you should try creating a structured process that will determine which candidate you will select.
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