Have you ever wondered how to distinguish between those who merely lead with their job description and those who genuinely earn the admiration and trust of their team?
While hiring a CXO-level leader, encountering a candidate who excels on paper, and holds impressive titles, yet leaves a void when it comes to motivating and engaging teams is common.
How do you go about uncovering those individuals who understand the profound difference between being a ‘boss’ and being a ‘leader’?
Here’s a customizable hiring policy manual when hiring top-level management for your company.

Objective:

To identify candidates who have the potential to lead by influence, trust, and respect rather than by mere authority or title.

1. Testing Methodology:

1.1 Reference Checks:

There is nothing better than to pick up the phone and have an honest conversation! Ask past colleagues or subordinates about your candidate’s leadership style. Was it primarily authoritative based on title, or did it earn the team’s respect and trust? The idea is not to get influenced but to get perspective of what you’re about to get into!

1.2 Interview Questions:

So, the reference check was great. However, you still have some doubts. What do you do then? Ask these three questions to understand the candidate better:
  • “Can you describe a situation where you led a team without having an official title or authority over them?”
  • “How do you handle situations when someone on your team disagrees with your decision?”
  • “What do you believe is more important, having the title or having the trust of your team? Why?”

1.3 Group Assessment:

Note this step down in stone! You’ll thank me later!
Conduct a group activity or task where the candidate is placed with a few members of the potential team they’ll be leading. Observe their interactions: Do they try to immediately take charge due to their potential position, or do they work to earn the group’s respect and trust?

2. Scoring System:

2.1 Reference Checks

Once the references come in, how do you assess if they help or not? Rate the reviews received!
  • Strong Leadership (10 marks): References confirm the candidate led by trust, respect, and influence, not just by title.
  • Average Leadership (5 marks): Some mix of leadership by title and by influence.
  • Poor Leadership (0 marks): Predominantly led by title with minimal influence.

2.2 Interview Questions:

How wide did the candidate go about the question? How well did they summarize their experience? Give them scores for every point raised.
  • Strong Leadership (10 marks): Provides insightful, genuine responses that emphasize leading by influence and trust.
  • Average Leadership (5 marks): Responses hint at understanding the importance of leading by trust but may also place importance on the title.
  • Poor Leadership (0 marks): Focuses mainly on the importance of title and authoritative leadership.

2.3 Group Assessment

This needs serious scoring!
  • Strong Leadership (10 marks): Eases into the leadership role by building rapport, earning respect, and leading by influence.
  • Average Leadership (5 marks): Shows some elements of leading by influence but might also rely on asserting themselves due to potential position.
  • Poor Leadership (0 marks): Primarily tries to lead by potential position and does not work on building rapport or trust.

3. Determining the Perfect Fit:

3.1 Total Score Calculation:

The following brackets are based on personal assumptions. Feel free to make alterations based on your business requirements.

3.2 Interpretation:

  • 70-90 marks: Natural Leader – Leads predominantly by influence, respect, and trust.
  • 40-69 marks: Mixed Leadership Style – Shows potential to lead by influence but might need mentoring or training.
  • 0-39 marks: Title-focused Leader – Relies heavily on the title and authoritative leadership.
I hope this guideline enables you to tailor the hiring process to identify candidates who understand and value the distinction between being a “boss” and a “leader.”