How to Select the Right Executive – What their Resume Won’t Tell You
Hiring an executive isn’t just about ticking the skills and experience boxes. It’s about finding someone who aligns with your culture, shares your values and is genuinely motivated by the opportunity. A polished resume might get them in the door - but it won’t tell you if they’re the right fit for your team.
Why Good Candidates Leave
Recently, several clients shared their frustration over hires that looked perfect on paper, but didn’t work out. From candidates resigning after just two months to challenges choosing between technically strong resumes, they all had one thing in common - they underestimated the importance of motivation and culture fit.
Skills and Experience Matter - But They’re Not Enough
Yes, experience is essential. But in our consulting practice at Underwood Executive, we’ve seen that capability alone isn’t what causes hiring mistakes. It’s often a misalignment in motivation or behaviour. That’s why we recommend going beyond technical skills to uncover what really matters.
5 Key Areas to Focus on During Selection
Here’s how to assess the full picture - not just what’s on the candidate’s CV:
1. Technical Skills
These are easy to evaluate from a resume including qualifications, years of experience and industry relevance, which are all good indicators. But they’re just the starting point. You should spend at least 20-30 minutes unpacking someone’s career history in an interview looking for specific details and patterns of behaviour.
2. Behavioural Competencies
At interview, ask for specific examples that demonstrate competencies such as decision-making, strategic thinking, or leadership. Use structured questions: “Tell me about a time when… What did you do? What was the outcome?” If they can’t answer with a real example (including a successful outcome), they haven’t demonstrated the skill you are testing to do the job.
3. Motivation
This is the hardest part to assess and it’s also the most important. Ask why they want THIS job. What other roles are they applying for? Why did they leave previous roles? What inspires them? Look for depth, not just surface-level answers.
4. Red Flags
Look for behavioural inconsistencies or warning signs. If someone says they’ll follow up but doesn’t, it may reflect poorly on their alignment with your values.
5. Reasons for Leaving
Don’t stop at the first answer. Ask multiple times in different ways. You’re looking for patterns, not just excuses. Probing is key.
Final Advice
Hiring for motivation and culture fit takes effort, but it’s worth it. The best hires are those who stay, grow and thrive in your environment. Always ask yourself, will we enjoy working with this person every day? Will they help us achieve our goals? What value will they bring?
And most importantly - don’t rely on hope. It rarely works out. Hope is not a recruitment strategy.