No organization or business could succeed without its employees. Every great business has some great business executives behind its success. Hiring an efficient, experienced and effective business executive is not an easy task. The moves of corporate executives are always in news and make a good difference to the performance of organization. Some listed organizations do experience fluctuation in their share prices when a top executive joins or leaves them. This explains the importance of an executive in a business. It doesn’t mean that the executives hired at lower level are not so important. They are. In fact every employee in the business is crucial to its success. That is why successful organizations treat their employees as Assets, not Liability. However, the selection of a good executive is a very complex subject. There are many measures which Humane Resource managers need to assure prior to confirming appointment of an executive.
Knowledge – This is the most prominent ingredient that makes an executive viable for an organization. The prospective person should have knowledge about industry, and the job role that he / she is expected to play. Often eligibility of an executive is measured by his / her experience in the field and achievements. Often executives do write about the things they have achieved in their portfolio. However these things need to be tested with proper interrogation to ensure authenticity.
Longevity – Generally it is a common practice among young executives that they switch jobs very often. They do this more often for a raise in position then an increment in their emoluments. This move might prove beneficial to their individual growth but does affect the organization prospects very much. Whenever a new employee is hired, it costs an organization in the form of cost incurred on recruitment, training, and resources used. If an employee leaves the company without completing his / her desired tenure, she / adds to the cost of the company. Therefore the HR manager should look at the past record of prospective candidate. If the person has stayed with previous organizations long enough to cover the organizational cost and cater desired benefits, she / he can be considered for the further process.
References – It is always good to check past references of the prospective candidate before hiring him / her for the position. Many executives leave previous organization only after convincing their owners about it and leave a positive impression behind. However, in many cases, things might not be so friendly with the previous employer and the candidate might have left the organization after some rift with the owners. In any case, the HR manager should first ask the reason of leaving previous organization from the candidate, and then should cross check the same with the HR manager in his/her previous organization too. Things should then be assessed in light of new information and decisions should be made accordingly to ensure the benefit of organization.