What are the defined parameters to assess the suitability of a person to be appointed at a CXO level in an organization? A CXO level person is expected to bring along experience which enriches the organization and makes it grow leaps and bounds. Every organization looks forward to a CXO level executive who not only strengthens the existing position of the organization but at the same time lays down a plan of action for future course of action.CXO hiring is an important decision to be made therefore the approach should be a highly meticulous one. Most of the CXO hiring is an unplanned activity. As and when the need arises organizations hire a CXO. Interestingly , this was the story of most of the organizations and it had made organizations bear the brunt of a wrong hire on such a coveted position and that too of a decision maker.
This has made organizations rise from the deep slumber of relying on the information present on the resumes and conduct a proper due diligence. The process of due diligence means taking reasonable steps before entering any kind of agreement with a business entity or an individual. Although it is more commonly used when two individuals plan to enter a partnership or two business houses decide to merge or a business wants to acquire a business. Still, in the context of CXO hiring this term called 'due diligence' is gaining popularity. Before hiring a CXO organizations are opting to carry out a thorough due diligence of the individual. When a CXO joins an organization he/she becomes involved with crucial decision making which as an outcome impacts the organisational interests.Hence it is imperative for organizations to know whether they are getting associated with a genuine person or not. For instance Yahoo CEO Scott Thompson managed to keep the false information about his education under wraps for a long time. He didn't even bother to remove the information from his resume in due course of time. This highlights the fact that the action on his end was a deliberate attempt. A renowned company like Yahoo could not stay away from hiring a fraud CEO. Considering this case, organizations have started following the executive background check from an angle of due diligence religiously. Enterprises have stopped believing the achievements and accomplishments of prospective CXO's mentioned in their resumes.
Finally organizations have started to realise the importance of hiring a CXO, and chosen to be away from hiring a fraud person who claims to possess credentials which in truth fake by investing in due diligence in addition to executive background check.
Naman is associated with a leading background screening company that specializes in Executive Screening
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