WTOP: 5 ways nonprofits can…
Train Luo, Managing Partner, China of CTPartners, has some common sense steps for avoiding your own Yahoo! executive hiring.
- First round of due diligence – As a start, conduct initial third-party referencing of candidates prior to their inclusion on a list and discuss with the Board to spot any areas of concern.
- Second round of due diligence – After the initial board review, include prior business results and additional referencing of short-listed candidates, as well as education verification, before the Search Committee’s first meeting with the candidate.
- Rigorous competency-based interviews of each candidate – The Search Committee should arrange for interviews designed to draw out specific gaps and potential risks related to the candidate’s background, prior track record, leadership style, etc.
- Direct candidate questioning of potential due diligence areas of concern – In addition, it is important to check on a candidate’s education credentials and specific accomplishment claims, as measured against outside sourcing, to validate the claims.
- Final 360-degree candidate referencing – Supplement your due diligence with additional sourcing of people with direct knowledge of the candidate and his/her prior performance, supported by an independent background check by a trusted third party investigative firm.
An organization can only do so much to uncover candidates that have lied about their work and education experience. However, if a thorough process is in place, an organization has not only a better chance of preventing what happened at Yahoo!, but they will most likely also choose a better candidate.