On the one hand, digital tools make it easy to find more information about potential new hires. On the other hand, the quantity of information is overwhelming. To evaluate fit, you need a framework to help you decide what things to dig into across behavior, relationship, attitude, value and environmental preferences and norms at work or in their whole lives as appropriate.
As I’ve said throughout this series of executive onboarding notes, executive onboarding is the key to accelerating success and reducing risk in a new job. People generally fail in new executive roles because of poor fit, poor delivery, or poor adjustment to a change down the road. They accelerate success by 1) getting a head start, 2) managing the message, 3) setting direction and building the team and 4) sustaining momentum and delivering results.