Travis Kalanick, the CEO of the "ridesharing" company Uber buried some interesting information about his company's approach to hiring new talent in a Wall Street Journal piece written earlier this month.
At first glance, his relatively small quote on his vision of the hiring process might seem like a throwaway but it contains some truth that businesses might abide by when it comes to time to consider a global executive search.
Rather than opting for formal or traditional methods just because they are so common, the more established business might choose a series of questions and processes that give the interviewee real information about the position. There's no reason this couldn't apply to a recruitment team's first encounter with a CEO candidate as well as the prospective holders of any number of other positions.
"Simulating what it's like to work together is the best way to determine whether somebody has the raw talent to not just do the job but to grow into something bigger," Kalanick said. "It's not about doing 15 interviews with 15 different people."
He also noted that this process stems from his business' even-handed approach to the different branches of their particular company, which looks to keep every employee involved with Uber's success: "our business people are on equal footing with our engineering and technology culture."
Not all CEO experience will be detectable through traditional means, and it's important to show how other businesses are thinking of this process and the sort of things that they prioritize. YES Partners can give you a broader menu of options during an executive search.
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