You think you’ve found The One.
Their resume is stellar, their references sing their praises, and you’re ready to commit. This is what you and your team have been working toward. You’ve found someone to fill your organization’s vacant leadership position. What could possibly go wrong now, at this late stage?
Lots.
We’ve seen time and again how candidates that seem great–and maybe even are great–don’t end up being great in certain roles. Especially in leadership, it’s vitally important to make sure you’re hiring not only the right person, but the right person for the job.
After placing over 3,000 candidates in leadership positions at churches big and small, Christian schools, and values-based business, we’ve learned to spot the red flags that are sometimes ignored in the excitement of finding a new leader. Before you extend that offer, we want you to make sure you’re not hiring the wrong person.
Do any of these sound familiar? If so, it might be time to reconsider who you’re asking to lead your organization.
1. They haven’t stuck at any job for very long
Job hopping is sometimes necessary for career advancement. There are lots of industries and instances where you’d expect to see a quick succession of different roles and titles on a resume. This is especially true when a person is at the beginning of their career. But when you’re looking for a leader, it’s better to look for stability and a track record over a longer period of time in fewer places.
There’s a phrase we use as a shorthand for ruling out those who might look good on paper but might not actually be the leader they claim to be: “Two year smoke and mirrors.” This refers to how it can take about two years to find out that the leader you’ve hired doesn’t actually have what it takes to move your organization forward. And by that time, you’ve wasted two years of valuable resources, including good team members who have left because of poor leadership. Don’t overlook what their resume is telling you.
2. Can’t point to where they’ve made mistakes in the past
This is always a tricky one, along the same lines as “what are your biggest weaknesses” in an interview. But real leaders will be able to answer this with insight and humility. If your candidate can’t say where they’ve fumbled the ball in the past, they’re not going to be able to lead your team to greatness.
True leaders aren’t born, they’re made. Your next leader needs to be able to point to where they’ve gone wrong in the past, what they’ve learned from it, and how it’s made them better.
3. It’s too soon
Some organizations are so uncomfortable with a leadership void that they’ll do anything to fill it. Even hire the wrong person just because they’re there.
At Vanderbloemen, we caution against moving too fast to fill any position, but especially leadership leadership roles. As the saying goes, “Marry in haste, repent in leisure.” Taking the time to find the exact right person for your leadership role will pay bigger dividends than finding someone fast, which can have disastrous consequences.
4. They’re not interested in learning
Curiosity isn’t a “must have” for every role you need on your team. But leaders need it. Good leaders are always learning.
We always suggest asking your candidate what they’re currently reading or listening to or watching. If they can’t come up with a book, podcast, or show that demonstrates some level of curiosity about the world, it’s a sign that you might not have the right person.
If your candidate isn’t interested in something conventionally intriguing (be it World War II, golf, true crime, governments, philanthropy, history, travel, European royal families, or anything else they can think of), it doesn’t bode well for them having the time or patience to learn your CMS system or work out the quirks of the AV equipment in the sanctuary or visit with chatty board members.
5. They have poor communication skills
You can have a rich, full career without being the greatest communicator. But you might not be right for leadership. Your leader needs to be able to communicate effectively with any group in any medium.
If you love a candidate but they seem “just a little awkward” or “not the greatest over email,” they might not be the best fit for leadership. Don’t overlook this important factor because, like it or not, first impressions are everything in leadership.
6. Dishonesty
A little embellishing of the facts is to be expected during a job search, but it’s not something you want to see in your future leader. If there are inconsistencies in your candidate’s account of their life or career, it’s important to ask for clarification.
Your mission is too important to ignore even the smallest of red flags a candidate might present. Expecting the utmost integrity from day one will set the tone for your team’s leadership. Anything less is simply not good enough.
7. Not the right culture fit
Your candidate might be perfect, with everything you’re looking for in a leader. But if they aren’t the right match for your culture, they’ll never have the chance to use their skills effectively. It will be a non-starter.
Culture is everything to an organization, which is why hiring for culture fit is as important as finding someone with the right skillset. Make sure your future leader will blend well with the team so they can lead effectively, joyfully, and successfully.
Green flags
We’ve spelled out seven red flags to spot when hiring a leader. What are some green flags? Consistency, humility, curiosity, effective communication, honesty, and matching values are all a great place to start.
If you’re looking for your next great leader, we’d be happy to help. Vanderbloemen has a proven track record of finding leaders who last. Contact us today.
