A critical challenge facing every organization today is choosing the right leaders for key positions. To find the right leader for each position requires a lot of hard work and a search process that yields three different kinds of “fit:”

• The fit between the candidate and the organization
• The fit between the candidate and the position
• The fit between the candidate and the work culture of the organization

To ensure a successful search, here are some tips:

Tip # 1: Establish a Search Committee made up of people with a variety of perspectives to evaluate the candidates. The Committee will be responsible for recommending a preferred candidate to the organization’s leadership, giving their reasons why this individual is the best person for the position.

Tip #2: Clarify expectations for the position. Include a clear statement of the qualities and qualifications as well as the major job responsibilities.

Tip #3: Present the organization’s story and its mission, values and history in a compelling and engaging way. Consider going beyond print to the use of other presentation resources such as video that can help candidates get a feel for the heart and soul of the organization and why someone would want to be join them.

Tip #4: Cast a wide net for potential candidates, both internally and externally. Use ads in appropriate publications and your organization’s social media and word of mouth networks as well as a direct invitation to internal candidates.

Tip #5: Assess the qualifications and “fit” of the candidates in light of the job description and desired qualifications and qualities stated earlier. Only those with all the required qualifications and most of the preferred qualifications should be considered as finalists for on-site interviews. Phone interviews of the strongest candidates and reference checks can help determine which candidates would be the most appropriate for on-site interviews.

Tip #6: Conduct on-site interviews that provide the opportunity for the candidates and the organization to mutually assess each other. Consider using behavioral interviewing where the principle is “the best predictor of future action is past behavior.” All interview questions are based on past performance rather than conjecture.

Tip #7: Develop an orientation process to help support the new leader in their first year and beyond.

The Reid Group helps organizations conduct successful searches for key leadership positions. For more information on our leadership search process, send us an e-mail at search@thereidgroup.biz , or go to our the Leadership Search section on our website.

John Reid, Senior Consultant
The Reid Group