\u201cPoor hires at the top level are not only costly to replace, but they are also disruptive to business operations and can slowly erode faith in the management team<\/em>,\u201d says Nicholas Dumoulin.<\/p>\n

The search for senior leadership or C-suite position is more challenging. To determine the right candidate for the position, evaluating the technical competencies alone will not suffice. It is crucial to look for qualitative factors like culture and soft skills.<\/p>\n

Many times, the decisions are quickly made that the potential candidates who have worked in a similar industry or has similar experience get hired instantly. It may turn costly when the hiring turns out to be a failure.<\/p>\n

Then what is the solution?<\/p>\n

Read on to know how to hire your next C-suite level candidate.<\/p>\n

There are two schools of thought in this regard. The first one is to upskill the existing talent and cultivate leadership. The second one is to hire someone from outside who fits the position. A trusted executive search firm or the company\u2019s board of directors could be the right source for getting new talent.<\/p>\n

The studies indicate that 82% miss the mark on high managerial talent. It is necessary to reduce this high failure rate. It could be done by designing the right recruitment strategy.<\/p>