Selecting the Best Candidate from a Short List

1. Revisit the Role Requirements and Strategic Priorities

Ensure clarity on:

• The role’s purpose

• Key deliverables in the first 12–18 months

• Leadership challenges and future-facing goals

Ask: Who is best positioned to deliver on these priorities?

2. Use a Structured Evaluation Tool (e.g., Scorecard)

Create a weighted scorecard with criteria such as:

• Leadership capabilities

• Technical/functional expertise

• Cultural alignment

• Learning agility

• Strategic thinking

Score each candidate based on structured interviews, assessments, and feedback.

3. Identify Differentiators (The "Delta Factor")

Look for what sets each candidate apart:

• Has one led through a turnaround or scale-up?

• Has another managed complexity in a similar industry?

• Who brings a “culture add” to enrich the team?

Focus: Not just who is best overall, but who adds the most unique value.

4. Gather and Synthesize Stakeholder Input

• Collect structured feedback from all interviewers.

• Avoid “groupthink” or averaging opinions.

• Facilitate a conversation around strengths, risks, and tradeoffs.

Ask: Who would you most advocate for and why?

5 Conduct High-Quality Reference Checks

Target:

• Key accomplishments and leadership style

• How the candidate performed under pressure

• Developmental areas and coachability

Use questions like: “What advice would you give to their future manager?”

6. Reflect and Decide

• Sleep on it. Let emotion settle.

• Re-review notes, feedback, and business priorities.

• If candidates are equal, prioritize long-term impact and growth potential.

Final Tip

Avoid defaulting to the “safest” or most likeable candidate. Instead, choose the one best aligned with the company’s direction—and capable of growing with it.