Whom Do You Choose?
Posted February 17th, 2014
You are looking to make a promotion in your firm, and you have several candidates who are pretty evenly matched in terms of qualifications. There isn’t a lot of difference among them. This presents a dilemma. Since the candidates are so similar, how do you choose the best person for the job?
The differences among the candidates may be small, but it is these minor variances that can make a big difference in performance, according to management experts.
In looking at the candidates, you should focus on leadership qualities, the experts say, because these skills will make the biggest difference in the long run. Companies that emphasize leadership skills in their managers generally have higher employee morale and engagement, and, as a result, higher productivity.
All too often, when looking to promote, companies focus on the technical competence of the candidates, even when they are looking to fill leadership positions. But history has shown that there is little connection between having a high degree of technical competence and having good leadership ability.
So, when looking at candidates who are roughly equal, you should focus on the person who has shown aptitude for leadership. Who among them, even though he or she has not been in a command position, has nonetheless shown leadership qualities by influencing others through strength of character, personality and building relationships? How do the candidates compare in possessing leadership qualities – the ability to communicate well and listen, being decisive and flexible?
You should also take into account any leadership training the candidates may have, especially if the candidate has taken it upon himself to get the training even though it was not required.
If there are still problems making a decision, there are other circumstances to look at. For example, what kind of effect would a promotion have on the candidate’s loyalty to the organization? Would it contribute to the person staying with the company longer and making a bigger contribution? Has one candidate done more than the others to earn the promotion?
You might also want to consider diversity in the company. If women or minorities are underrepresented in management ranks, you may want to take that into consideration.
Whether you’re looking for new leaders and managers for your Bay Area company, or you need skilled and reliable professionals who know how to get the job done, call upon the recruiters at Bayside Solutions. We look forward to hearing from you.
