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Every investment must be measured by the return produced. Too often business owners view the acquisition of staff as a simple process of expansion. But the acquisition of key players is an investment like any other, one which should have a demonstrative Return On Investment which clearly justified the effort and cost involved.

Executive-level roles should always be tied to strategy. Being clear on how the executive will contribute to the bottom line is critical to understanding who to hire and doing that means you have to push beyond creating a job description.  You need to spend the time to create a compelling snap shot of the future possibilities inherent in the role.  This document often called a Position Profile or Success Profile is a job description on steroids.

It speaks to the success of the role providing a backdrop for interviewing and a ‘check-list’ for deciding who’s the correct one to hire. Hiring decisions are then tied to the business’ needs, not candidate availability.