For the past several years, a company has experienced frequent turnover in the CFO position due to poor performance. After the first CFO was terminated, the VP of HR and the CEO reviewed the job description. A selection committee was formed to perform interviews with candidates, and a single interview was held with each candidate using knowledge-based questions. After three months a candidate was hired. One year later the candidate was released due to poor performance. The same recruiting process was used with a limited selection of candidates. A third CFO was hired three months later. The company is now preparing to terminate this CFO due to poor job performance and not meeting the expectations of the company.
1. What should the VP of HR do first to assist the organization in hiring the next CFO?
2. The VP of HR determines that a significant issue in selecting executive-level candidates lies in the interview process. Which actions should the VP of HR recommend the CEO take to enhance this process?
3. Which metrics should the VP of HR use to best support the changes in the hiring process for the CFO?
4. Which should the VP of HR include in a recommendation to best help the CEO understand why a new executive onboarding process is critical?
5. The VP of HR has determined that a lack of interview training for the committee is also contributing to the poor quality of the CFO hires. What process should the VP implement to address this issue?