How to Select the Best Manager for the Job

Of all selections, by far the most important task is the selection of managers because the quality of managers is the most important single determining factor for the continuing success of any enterprise.

A business is not made by plant, equipment, materials and people, so is the case with an effective military force which is not made by tanks, planes ships and people.

Organizations may take recourse to both the methods of outside- hiring or inside-promotion mentioned above. Organizations may seek to hire experienced managers for a variety of reasons.

A newly created post may require a manager with experience not available within the organization; a manager with requisite talent to fill up an established post may not be available within the organization.

A key position may suddenly open up before there is time to train a replacement; or a highly successful manager in a competing organization may be sought to improve the organization’s own competitive position.

Generally an experienced manager who is considered for selection to fill up upper level position goes through several interviews before being hired.

People taking an interview are invariably higher-level managers who try to assess the candidate’s suitability and past record.

Interviewers attempt to determine how well the candidate fits into their idea of what a good manager should be like and how compatible the candidate’s personality, past experience, personal values and style of work are with the organization and its culture.

New and inexperienced managers or probationary officers with management potential usually enter an organization after graduation from colleges or universities.

Their performance at entry-level positions strongly influences the scope of management opportunities that will be available to them.

In case of prospective young managers who are fresh from colleges or universities, assessment in most cases starts with a review of their college or university grades.

College or university records can also provide some information about non-academic abilities such as interpersonal skills, leadership qualities, and ability to assume responsibility

Like experienced managers, prospective managers too may finally be interviewed in a comprehensive manner to determine the appropriate ability and expertise being demanded from the new manager.