Hindsight is Perfect: Value of post-mortem (debrief) meeting at the end of every search.

Post Mortem Recruiting Meeting

When I was in the management consulting world, it was common practice to have a post-mortem/debrief meeting after a project. We reviewed the scope and objectives of the project and how it aligned with the execution at each stage. The question that we would ask at every stage was "What could we have done better" . There was an assumption at every step that something could have been done better. As indicated in the article "Over 40% of searches fail", a successful search is very difficult to achieve both in the short term and long term. A placed candidate in a role should not only be selected and brought in, they should also perform well for the long term for the search to be considered successful. There are many areas of a search that can be better. Having a post-mortem meeting increases the long term success of every senior search.

A post-mortem, post-failure analysis, debrief (meeting at the end) at the end of the search, whether it was successful in the short term, cancelled, or failed, the exercise can provide valuable insights and lessons that can be applied to future search efforts. Here are some key takeaways that can be learned from a post-mortem after every search:

1. Identify Root Causes: Visit the specific reasons that would create a success search. 1) having qualified candidates to interview, 2) cultural fit and matters around culture, 3) preparedness of interviewers, 4) assessment accuracy of interviewers 5) seamless interview process or 6) maintaining appropriate expectations 7) Other. Identifying the root causes to success is crucial to build on strong practices in the future.

2. Assess the Search Process: Evaluate the entire search process, from planning and candidate sourcing to interviewing and selection. Determine if any stages of the process were flawed or if there were systemic issues that need improvement. 1) Was there a clear and realistic kick off to the search 2) Was there appropriate efforts from qualified interviewers and screeners 3) Was there a clear commitment from all stakeholders to the process/search 4) Did we have qualified sourcers and screeners 5) Was questions and assessments orchestrated 5) Did we get back to every candidate in a timely manner on every step

3. Review the Job Description (JD): Revisit the job description and assess whether it accurately reflected the role's requirements and expectations. Ensure that future job descriptions are clear, comprehensive, and align with organizational goals. 1) Was the job description compared and thoroughly researched in respects to the existing talent market 2) Does the JD apply for the short and long term 3) Will the JD appeal to the candidates that is seeked 4) Were criterias appropriately aligned with the priorities of the role

4. Evaluate Stakeholder Alignment: Assess whether there was alignment among key stakeholders involved in the hiring process. Misalignment or conflicting priorities can hinder the search and should be addressed in future searches.1) Was all interviewers aligned to needs and qualifications of the role 2) Did each interviewer new their focus and the focus of others in their assessments 3) Did interviewers leverage one another to validate their concerns at the next round 4) Were all interviewers prepared with questions and how to assess responses according to the score

5. Candidate Experience: Consider the candidate experience throughout the hiring process. 1) Did the candidate have a positive experience 2) Was each stakeholder fully engaged with the candidate

6. Diversity and Inclusion: Evaluate the search's efforts to attract a diverse candidate pool. Lack of diversity may indicate the need for improved sourcing strategies and a commitment to inclusive hiring practices.

7. Use of Resources: Review the allocation of resources for the search, including time, budget, and personnel. Ensure that resources are used efficiently and effectively in future searches.

8. Timeline and Expectations: Evaluate whether the timeline for the search was realistic and whether expectations were managed effectively. Unrealistic expectations can lead to rushed decisions or dissatisfaction with the outcome.

A post-mortem analysis should result in actionable recommendations and a plan for improvement in future executive searches. It's essential to use the lessons learned to refine the search process, enhance candidate experiences, and increase the likelihood of a successful outcome in future searches.