The time has finally come: You've partnered with an executive recruiting firm like YES Partners, and they have presented you with several excellent candidates to review. However, all of the candidates look somewhat similar on paper, with equivalent levels of experience and many similar qualifications. How should you go about choosing between these similarly excellent candidates?
The first variable you should consider in this situation is whether or not the candidate fits within your existing corporate culture. This doesn't mean that the candidate has to be demographically similar to most people already employed with the company. (It can lead to claims of discrimination if you use the concept of "corporate culture" this way.) Rather, you should consider how the majority of the company's current employees prefer to look at and carry out their work. If your office is a highly collaborative, casual environment, a CEO who prefers to stay aloof and send out directives from the comfort of their office is likely not going to be a good fit, for example.
Secondly, consider the testimonials of people and organizations who have worked with the candidate. What are your company's immediate goals for growth and has the candidate already carried out similar initiatives at their previous places of employment? Moreover, what is it like to work with the candidate on a human level? A candidate can have as impressive a resume as possible, but if they come into the office every day scowling and giving off unpleasant energy, they are less likely to be an effective leader than a candidate who comes across as positive and open.
Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.
