How CEOs Determine Whom To Hire: 5 Key Factors To Look Out For

The employees a CEO hires can determine the future of the company. Good people, who make good employees, can spend the rest of their professional careers helping to support and uplift the business. On the other hand, poorly chosen and low-quality employees may stop the company from flourishing. There's a lot riding on your choice of employees, and there's no reason to take it lightly.

We spoke to former Polycom CEO, Andrew Miller about the top things every CEO should consider when hiring someone new.

1. Work History

Look at where they've worked and for how long. Although a six-month gap isn't a huge deal, an employee with several years' gap in between gigs with a spotty work pattern might not be a wise choice. Speak to them to understand the reason for the gaps. Don’t write off anyone with these gaps immediately, as you may uncover the reason for the gaps, which may end up not having any negative connotations.

2. History At Work

Call their past employers, if they'll let you, and discuss their performance. Did they show up when they needed to? Was their work consistent and of good quality? Don't drill the businesses with more than five or six questions, but make sure they count. You don't want to accidentally hire someone who has a track record of leaving work early every day or is a habitual absentee.

3. Education

Look at what kind of educational background they have.  When CEOs like Andrew Miller hire someone, they aren't strictly looking out for Ivy League school graduates; they're looking at their degrees and possible ways their education can tie into the work that needs to be done. If you're a textile company, for example, it's better to find someone with the relevant knowledge and expertise in that field than an ivy league graduate with a degree that has no relevance to your day-to-day business.

4. References

Ask for references and vet them carefully. Ensure that references are not just roommates or friends, and confirm their work styles. It's better to have someone with one or two solid references than someone with five fake ones.

5. Personality

You don't have to give every potential employee a full personality test; although some companies do, it's better to talk to them to see how you feel about them.  We can generally tell a lot about people from the first few minutes of interacting with them, and you must spend this time wisely. If they seem to be telling you whatever you want to hear, this person isn't genuine. Try to make a real connection to ensure the person you're talking to is the right fit for your business.