Having the right leadership in an organization is every shareholders and promoters obligation. This is why leadership is not always about title; it’s about taking the onus to steer a company in the right direction and build a foundation for future generations. For senior management selection, a cookie-cutter practice is inadequate.
Gathering industry perceptions of the potential hire is important but undertaking a comprehensive background check should be the cardinal rule. While hiring parameters for senior leadership differ based on nature of business, some core value systems must be consistent. If an employer is conducting a background screening, they are likely to have the person on board. Any kind of ‘guilt’ or ‘glitch’ in the personal or professional background should be disclosed with supportive reasons. Any potential red flag should be introduced early on, instead of the company finding it out later.
1. ASK THE RIGHT QUESTIONS
As a senior executive, candidates should be a role model for people working with them. As a result, it becomes crucial to assess if the level of integrity and values that the company stands for are met.
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