There are few decisions more important for a company than hiring the right manager. However, finding the right person for the job is no easy task. In fact, a recent study found that companies fail to hire the right manager 8 out of 10 times – proof that filling an executive level position requires more time, energy, and resources than the average hire. If it’s time for your company to onboard its next manager, consider these 5 steps below:

1. Define who you’re looking for.
First things first, determine what the manager will be responsible for—will they be overseeing day-to-day activities? Conducting strategic planning? Both? Regardless, defining the position ahead of time allows you to reevaluate the role, prevents you from compromising on job requirements in the process, and most importantly finds you the right person for the job.

2. Promote from within.
Do any of your current employees display leadership skills? If so, your next manager could be closer than you think. Promoting an employee is more cost-effective than an outside hire and communicates that advancement opportunities exist. Keep in mind that just because an employee is successful in their current role doesn’t necessarily mean they will excel in a management position.

3. Hire for attitude and train for skill.
With a tight job market, finding someone who is the “complete package” may be difficult. Remember, it’s easy to teach new skills to someone who is eager to learn but much harder to train someone with a bad attitude. You may come across candidates who are capable of doing the job, but may not possess the willingness to go the extra mile. Those with the right attitude are committed to growing with your company and therefore committed to its success.

4. Ask behavioral interview questions.
You can learn a lot about a candidate’s attitude by asking behavioral interview questions. For example, instead of asking, ‘what are your weaknesses?’ ask the candidate to give you an example of a time when they tried something and failed. Past performance can be a good indicator of how an individual thinks and how well they will fit into your company.

5. Conduct necessary screening.
Sometimes an interview just isn’t enough to convince you that a candidate is the real deal. Conducting reference checks will help you narrow down the contenders and make an informed hiring decision.

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