Most of the searches that we conduct require candidates who have already been successful in the role. They can “hit the ground running.” However, there is evidence that hiring for potential has benefits as well.
An article by Dr. Heidi Grant points out an interesting study revealing that we naturally have an unconscious propensity to prefer someone with potential over someone who has already achieved success. …
Most people would agree that in many ways, the internet has changed the world for the better. That is not necessarily the case for executive job seekers or employers, however.
Relying on the online application process to fill executive leadership roles presents significant limitations for getting the right person, primarily because you are only selecting prospects from the talent pool who raised their hand and leaving out the possibility of attracting passive candidates.
