This GM will be running a multi-million dollar asset for you and the company. Spend a day with him. I use the word “invest” above because it is exactly that—an investment in time with your most crucial asset to the company’s profitability and stability. If you need more incentive, consider this: The wrong hire could mean your own job stability is in question and could knock your whole world out of balance.
Here are five unique steps the boss could have taken during the final phase of the interviewing process to crack through the surface and discover the good, bad or ugly truths underneath the GM’s great résumé and interviewing performance.
As a hiring manager there are countless “case studies” you can use to offer a challenge to the GM candidate.
Put some science behind this traditionally “subjective” decision. There are some excellent companies out there that specialize in making sure of three things: right person, right job, right time. This could be an ego hit to many hiring managers who suggest they can do it on their own. That’s a whole other article. In this case, a personality and talent assessment test would have helped greatly.
Start the day at the hotel. This is a great way to see what kind of “eyes” the candidate has. Stand in the lobby and ask him to tell you what he sees. If he goes on for 25 minutes, you’ve got yourself a GM with a great attention to detail, and you’ve also got yourself a dirty lobby!
See past the savvy interviewing skills, the impressive appearance and seemingly great, positive attitude.