Hiring a manager? Here’s what best practice looks like

Some roles shape the culture, strategy, and performance of your entire organisation. Manager roles are one of them. That’s why getting it right is critical – and getting it wrong can be costly.

At Assessio, we’ve identified three core recruitment cases that call for different approaches: Employees, Specialists, and Managers.

While many companies run the same process across all roles, our experience is that hiring success improves significantly when the process is tailored to the role.

This article focuses on managers and what best practice looks like when the stakes are high.

It’s not just about skills – it’s about impact

Management roles are defined by their impact. Unlike other roles, managers influence everything from engagement and retention to financial results and brand perception. That’s why getting it right is critical – and getting it wrong is costly.

In most cases, the pool of candidates is limited. Many are approached directly rather than applying through job ads. And while skills matter, leadership is more than a checklist of experiences. That’s why the best approach isn’t just to assess what people know – but also how they think, lead, and adapt.

What to assess and how

When hiring managers, we recommend assessing across six key dimensions:

• Performance: What has the candidate achieved and how? Use structured reference checks and 360° feedback to understand past impact.
• Capability: Can they handle complexity? Cognitive testing reveals how candidates approach strategic thinking and decision-making.
• Potential: Will they grow with the role? Personality assessments help predict long-term adaptability and leadership development.
• Risk behaviour: Does the candidate display traits that could become counterproductive under pressure?
• Values: Are their values aligned with your organization?
• Fit and communication: Structured interviews bring it all together and show how the candidate reflects on and communicates their leadership style.

Don’t let structure fall apart at the finish line

Even with the right methods in place, many recruitment processes fall short at the very end. The assessments are done. The interviews are complete. And then the final decision is made based on gut feeling or whoever speaks first in the room.

It’s a common and costly mistake, especially when you’re choosing between two strong candidates.

So what should you do instead?

Our new white paper, The Science of Selection Methods, is now live.

It gives you evidence-based advice on how to combine methods that actually work and how to avoid the most common mistakes at every stage of the process.

You’ll also get our best-practice recommendations for recruiting employees, specialists and managers — and learn how to tailor your process to each case.

Download it now and build a smarter, more effective hiring process from start to finish!