Job seekers' experience in a particular field is certainly important. However, the higher the post in a company's hierarchy you are hiring for, the less important it is. Behavior, competencies and achievements become more important. The process of hiring for leadership roles is challenging, and often very lengthy. That is why Inc.com came up with three practical recommendations on how you can simplify it by avoiding unnecessary experience-related mistakes.
1. Don't select experience over behavior
Don't focus on selecting only those candidates who have already worked in the field. They may be too narrowly focused and reject new ideas. Focus more on the behavior which is required for the role you are interviewing for. While technical and organizational skills can be learned, behavior is much more difficult to change. Look for the ability to think strategically, take risks and manage uncertainty. The candidate who talks too much theory is not the right one. What you want to hear are specific examples of behavior from experience.
2. Don't underestimate innate abilities
Would you hire a software salesperson who is computer illiterate? You might think nobody would, but think again. A candidate's talent to sell should be more important than working on a computer, which can be learned. The computer illiterate may be a sales star and earn you a fortune. Try to stop playing it safe and look for a little diversity.
3. Don't hire candidates who look good on paper
The CV of a candidate who has worked for the best company in your field for a long time will certainly catch your attention. However, you should not be blinded by the CV to the extent that you forget to ask basic questions. If the candidate was already working for the best player, why would he want to work for you? His success may have resulted from a great team that managed to compensate for his shortcomings. First you should make sure that in addition to his former employers, the person also has other qualities that you need.
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