Streamlining Your Hiring Process Part 3

Some Final Thoughts

By collecting input about a candidate from several persons including your most trusted interviewer, and professional references, you will likely have all the information you need. If there are issues, some of the signals will be obvious but some may be subtle. As for the latter, consider the following in your final analysis:

• Was the candidate open and comfortable when discussing disappointments or failures as well as successes? If so, this should weigh positively in your overall evaluation.
• Was there solid evidence of “managerial courage? Such as, taking a stand on important issues, when it was appropriate to do so, and following through, even in the face of adversity? The more instances shared, the better.
• Was there evidence that the candidate values “balance” in life? If not, blind ambition can be dangerous. Behind such ambition may lurk unchecked drive for power and/or greed and the need to win at practically any cost, which may indicate willingness to cross the line between right and wrong.
• Did you hear what was not said?
• Bottom Line: What is your comfort level? After a thorough evaluation using these guidelines, your best judgment will prevail.