What Would Happen If Your CEO Interviewed Everyone?

CEO Interviewed Everyone

What Would Happen If Your CEO Interviewed Everyone?
A recent client asked us, what would happen if our CEO interviewed everyone?  While it sounds crazy, this high growth company was afraid of losing their amazing culture if they hired the wrong type of people.  Many leaders have a similar concern about hiring the wrong talent.

CEO’s Do Not Have the Time – It is Not Scalable
We had never heard of a mid- or large-sized company where the CEO interviewed everyone.  In large companies especially, CEOs typically rely upon their staff to interview and hire new, qualified candidates. CEOs typically do not have the time or the interest in getting involved in the interviewing process unless it is for a very high ranking or strategic position. 

What Happened When the CEO Interviewed Everyone
Occasionally, however, a CEO wants a closer look at who is coming aboard and why. This happened at one high growth mid-sized company we were working with where the CEO interviewed everyone.  And this is how things immediately changed.

1.  More Rigor
Knowing that final candidates would be screened by the CEO brought more rigor to the entire talent acquisition experience. Interviewers knew that their selection would be overseen by their boss’ boss. Wanting to look good themselves and also to make their boss look good, they made an extra effort to be selective and “followed all the rules” of an effective behavior-based interviewing system.

recruiters and interviewers were much more careful to filter through the candidates and present only the highest quality prospects for the CEO to review.

2.  Immediate Re-evaluation
Though the hiring team had initially designed their talent acquisition process according to best practices, they had not reviewed the process for some years. Was there a better way to do things? If so, now was the time to take a closer look so they did not look behind the times.

Were there more effective ways for interviewers to dig beneath the surface? Were interviewers being truly objective in the way they rated candidates? Were their questions still predictive and yet legal?

3.  Increased Focus on Corporate Culture
The hiring team realized that they were hiring job-by-job. Now that the CEO was part of the process, they felt they needed to expand their view and be more strategic. Instead of looking solely at a candidate’s skills and knowledge, they spent more time looking at the job seeker’s attitudes, beliefs and values.

Would they be a fit with the company culture? Were their values in true alignment with organizational values?

4.  Prompted More Challenging Questions
In participating with the CEO on a few interviews, the hiring team picked up on questions that they had not thought to ask. Questions as simple as, “Why do you want to join us?” And, “Where do you want to be in five years and how can we help you get there?” And, “What sets us apart from our competition?”

The Bottom Line
Even if it is crazy for your CEO to interview everyone for your organization, it may be worth your while to pretend your CEO is looking over your talent acquisition shoulder? The whole company and its culture depend upon the quality and attitudes of the folks you hire. Do it right, do not settle, and all will benefit.

To learn more about interviewing best practices, download 5 Steps to Defining & Attracting Top Talent

 

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HR Director

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Director Human Resources

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

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Senior Project Manager

Hyperion

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

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Director of Human Resources

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

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VP Human Resources

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Director of Infrastructure & Technology

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

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Director of Human Resources

We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

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HR Manager, BU Radiology Informatics

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VP of Human Resources

Cutera

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Michelle A. Mitchell
Vice President, Worldwide Human Resources

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