Top 4 Characteristics that Matter in a CEO Hire

Does this sound familiar? You interview a candidate with deep industry knowledge who ticks every box in the skills section of the job description. They assure you they’re the perfect fit - ready to hit the ground running. On paper, they’re a dream, and in person, they seem excited to get started. You make the offer and they start. But soon, red flags pop up from every direction and it becomes clear that your new?hire isn’t the right fit at all.

What went wrong? Likely you downgraded the two most important factors in a successful hire: personal attributes and motivation.

When it comes to hiring a C-Suite leader, these are the four key dimensions to consider:

Personal Attributes, Motivation, Skills, and Knowledge.

It is natural to focus is on skills and knowledge, which are undeniably important. But here’s the kicker: they’re less crucial than the first two dimensions. Why? Let’s break it down.

1. Personal Attributes

These are at the core of who a person is. They are traits that can’t realistically be changed and have been embedded since childhood.?During a CEO interview I’m evaluating personal characteristics, specifically;

• Intelligence and emotional intelligence
• High level communication skills
• Quick rapport building
• Listening and influencing skills
• Initiative, innovation and a growth mindset
• Energy, passion and fire in the belly!

These are top priority deal-breakers. Even if you’re the most experienced, talented leader on the market, if you do not have strong communication skills or solid judgment, it’s not going to work.

2. Passion & Motivation

Passion and motivation are hardwired into a person, you either have it, or you don’t. This characteristic is a good measure to assess if a leader is the right fit for the role and the membership sector they’ll represent. Misalignment in motivation is one of the main reasons people who seem good on paper underperform, cause friction, or become dissatisfied.

In my experience, when someone who thrives in a structured, slow-paced environment joins a fast-paced, high-growth association, it doesn’t end well. They might have the skills and knowledge, but they’re simply not motivated by the drive, pace and challenges that energise others. The result? Tension all around.

Do not underestimate passion and motivation. Prioritising these vital characteristics in your next C-Suite hire will ensure that your new leader will find personal meaning and fulfilment as they rise to the challenge of their new role.

3. Skills

During a recruitment process, there is normally a lot of weight placed on a candidate's skills. Controversially, it should be placed above the first two characteristics. Hear me out!

Job specific skills (such as advocacy, financial forecasting or industry specific knowledge) can be learned. What matters more are foundational skills: communication, stakeholder management, and the ability to champion change with a growth mindset. These attributes are?much?harder to teach, but crucial for success in senior leadership roles.

4. Knowledge

Surprisingly, knowledge is the least important of the four dimensions. Not because it doesn’t matter, but because it is the easiest factor to acquire. The knowledge someone comes into a leadership role with is hugely important, but their ability and willingness to learn is vital for the long-term.

A common pitfall in the hiring process is placing too much emphasis on prior knowledge. Overvaluing a candidate’s sector expertise while overlooking gaps in their personal characteristics or motivation is a recipe for disaster. A candidate may know an industry inside out, however this is not confirmation they will be the next great CEO for your association or that they won’t jump ship at the first sign of turbulence.

Finally, consider that skills can be taught and people can be upskilled. However, personable characteristics such as passion, motivation and attitude are much harder to embed.

Ultimately, hiring the right CEO comes down to finding the right fit, in the right places.

When you are faced with a red flag in the recruitment process, ask yourself: can this be changed or learned? If the answer is no, it’s time to move on, no matter how strong the candidate may look on paper.

Jo Brown has over 16 years experience in Recruitment and HR, and is the Recruitment Manager & Executive Search Consultant for Beaumont People’s Association & Memberships Team. Please reach out to Jo and the team for support with your recruitment needs, permanent and temporary, nation wide.

[email protected] | beaumontpeople.com.au | meaningfulwork.com.au