There are so many hundreds of thousands of articles about leadership to be found online. And for those who are responsible for hiring these great leaders, it can feel a lot like looking for a needle in a haystack. There may be many great candidates who are all vying for a position within the company, but as a decision maker, how can you spot which one is best?
Spotting that perfect person may not be so difficult if you use some interviewing strategies and simple questions to determine how the candidate will handle certain situations. This can help you to assess whether or not the individual will be able to transition into someone of leadership potential. You can use strategic examples of behavioral interviewing, functional interviewing and other tactics. These types of questions help you, as a recruiter or HR personnel, to determine the best candidates based upon their answers.
Once you do hire someone whom you feel might be of great leadership potential, what kind of value can you place on their abilities?
That all depends. For example, hypothetically we will say that a particular region of your business does $10,000 per day in sales. Take 5 days per week (for a typical office environment) times 52 weeks for the calculation. Therefore, staying open for 60 days yields approximately $120,000.
Next, determine what percentage of those sales are the direct results of your top leaders. Do they add enough value? Putting tangible numbers not only next to each employee – but also next to your leader – can help you to know exactly the value of hiring great leadership within your organization.
Having strong management can increase profitability, while keeping costs low.
Aside from the monetary value, having a strong leader does wonders to boost morale within the rest of the employees and team members. Having a leader who is positive, motivating, ambitious and driven can mean the difference between lackluster sales or skyrocketing sales. This holds true not only for supervisors but for many other industries, as well.
The SHRM Blog does not accept solicitation for guest posts.