ABSTRACT
Most organizational or team decisions makers understand, at least intuitively, that the selection of people for positions is closely related to organizational performance. After all, the best chance for excellence in performance is to have the right people in the right job. At the very least, it is clear to most organizational leaders that performance will suffer if they have the wrong people. (1)
However, the following issues sometimes cloud this intuitive wisdom about the importance of good hiring:
1. Many organizational leaders involved in hiring have not spent enough time and effort in understanding what their strategic plan and goals, or those of the hiring department or team, indicate about what type of person(s) should be hired. The linkage between what we are striving to be as an organization and whom we need in our organization is often not thought through.
