How to hire the right leaders: a guide to identifying and interviewing senior talent

Hiring the right leadership is one of the most critical decisions a business can make. Great leaders drive performance, shape culture, and help organisations adapt to change. But identifying and securing the right individuals for senior or executive positions requires more than just reviewing a CV. It demands strategic thinking, strong evaluation skills, and a robust interview process. 

Whether you're hiring from within or externally, identifying and interviewing leadership candidates requires a thoughtful and tailored approach. 

Often clients will partner with an executive search specialist who takes time to understand your organisation's challenges, values and future direction - ensuring any potential leader aligns with your purpose and long-term vision.

This guide combines strategic insights with practical advice to help you find leaders who not only meet your needs, but also align with your culture, inspire your team and drive your business forward.  

Identifying the right leadership talent

 Before you can hire effectively, you need a clear understanding of what makes someone the right leader for your business. 

Define what good leadership looks like for your organisation 

While technical ability and industry experience are important, every organisation is different. For some, strong leadership may mean commercial agility or financial acumen. For others, it might be team development, regulatory understanding or long-term strategic vision. Define your expectations early by asking: 

• What challenges is your organisation facing? 
• What skills or qualities are missing in your current leadership team? 
• What values must your next leader embody? 

Traits to look for in strong leaders

Across sectors, these traits are consistently linked to successful leadership: 

• Emotional intelligence 
• Adaptability and resilience 
• The ability to motivate and engage teams 
• Strong communication and decision-making skills
• Vision and strategic thinking 
• Cultural alignment 

One of the most common mistakes we see in leadership recruitment is hiring purely based on qualifications or prior job titles. These are important, but they don't guarantee cultural fit or future success. Equally, the above traits need to be more than just buzzwords - you must think critically about how they translate into practical value for your organisation. 

Reassess your recruitment strategy 

The process should be adapted to suit each vacancy - and your organisation's evolving needs. Ask yourself: 

• Are you prioritising the right qualities and skills?
• Is your job specification inclusive and future-focused? 
• Are you reaching beyond the same pool of candidates? 

A more flexible approach could open the door to candidates with different backgrounds and transferable experience - and challenge assumptions about what 'great leadership' looks like. Take a look at our blog about the importance of diversity and inclusion in executive recruiting. 

Consider internal vs external talent 

Before launching a search externally, conduct a skills audit across your existing team. You could find hidden potential already within the business. Internal development plans and succession planning not only support long-term growth, but also boost retention and morale. 

Having said that, hiring externally can bring a neutral viewpoint, industry best practices, and fresh energy that may be welcomed - especially if your organisation needs to evolve or shift direction. 

Design a tailored interview process for senior leaders

Interviewing a senior leader should be more in-depth and more strategic than hiring at other levels. An impressive CV is only the beginning - the interview process is your opportunity to assess mindset, compatibility, and long-term vision. 

Make the most of your time with each candidate: 

• Panel interviews: with members of the Board or Senior Leadership Team (SLT) or direct reports to save time. 
• Presentations: on vision, strategy or hypothetical challenges. Consider whether presenting would be a requirement of the role itself, some candidates may be put off the role if they have to present which could lose you a perfect candidate with all of the necessary skills. 
• Psychometric testing: to assess leadership style and values. Again, take time to consider whether this is a necessity; psychometric tests can put candidates from different backgrounds at a disadvantage and lead to potential discrimination.

Use a combination of approaches to gain a well-rounded picture - but make sure it's a fair, inclusive process. 

Best interview questions for senior leaders

The best interview questions prompt self-reflection, reveal leadership instincts, and provide insight into a candidate's potential impact.

Examples you may not have considered: 

• What are your views on environmental, social and corporate governance (ESG), and how do you put them into practice? This reflects the growing importance of ethical leadership and allows you to assess their real-world commitment to ESG, EDI, and CSR.
• Describe some of the environments you’ve worked in. When have you been at your best - and worst? This tests self-awareness, cultural compatibility, and resilience — and opens the door to discussions about how they influence and shape workplace culture.
  

Tailor your questions to the role - but make sure they encourage open, honest dialogue.

Assess for long-term fit

Beyond qualifications and experience, ask yourself: 

• Can this person evolve with the business?
• Do they bring something new to the leadership team? 
• Will they inspire and retain others? 
• Are they values-led, not just performance-led? 

No matter how strong a candidate looks from their CV, if they don't align with your company's purpose, they may not succeed long term.

Work with an executive search recruitment partner 

Leadership recruitment is nuanced - and success often relies on networks, relationships, and access to passive talent that isn't actively job-seeking. 

At Sellick Partnership, we've supported hundreds of organisations across the public and private sectors to identify and place strategic leaders who make a real impact. 

Whether you're building a future leadership pipeline or filling an urgent gap, we can help you define the brief, identify the right talent, and manage a fair, insightful hiring process. 

Explore our Senior recruitment services today! 

Ready to hire your next senior leader?

Finding the right leader is never just about experience; it's about mindset, values, and vision. Take time to challenge your assumptions, ask better questions, and involve the right people in the process. 

Hiring great leaders can transform your organisation. Doing it well is worth the investment. 

Get in touch with our specialist Consultants today either by contacting us directly or submitting a vacancy.