A while back we start talking about fundamental steps to hire management personal. This particular entry will be mainly about evaluating credentials of potential management employees.

The fist most common process is to evaluate the educational background. This is not the same as examination and evaluation of basic academic career rather than the evaluation of educational ventures since the professional life of the individual. It is no secret that there is no shortage in finding well educated individuals. It is substantially more difficult to find an individual which has continued a dedicated path of farther education which may include single or combination courses, professional certificates, external or internal conferences, as well as additional degrees in their entirety.

The second most common process is the evaluation of the career track. This is not the same as reading and checking a resume that has a lot of current buzz words, empty titles and bogus achievements. Nor is this the same as evaluating a prospect based on the company name in their resume.  This is more about reading between the lines.

The third most common process is the reference check. The traditional process entails contacting former employers to get a first hand evaluation. It can occur by any means including email and phone conversation. Nevertheless, as a matter of standard operating procedure, such feed back or evaluation should be taken at face value because of its inherently flawed assumptions.

The fourth most common process is comparative in nature. In its basic form, the evaluation entity will cross compare the most viable applicant against internal and external standards as well as against the other applicants. This particular methodology may or may not be viable because of variations in qualifications of applicants as well as their respective background.

Note of cautious – the above named procedures are inherently centralistic and general in nature. Individual businesses and organizations will have to conduct their own customized standard operating procedures to harvest the greatest effectiveness and efficiency in their hiring procedures. Nevertheless, hiring a management expert is one of the rather intriguing part of human resources, yet the greatest danger and impact is within those small organizations which do not have dedicated human resource departments.

In the coming days and weeks we will continue to discuss the procedures which would benefit small and mid size organizations without dedicated human resource department.

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Management by definition implies a set of skills that may or may not be all naturally acquired or learned. The fundamentals of an effective and efficient management personnel and individual managers are rather murky. Though generally certain set of education and experiences are required to groom a manager, the quantity and quality of those requirements are by no means really uniform.

The most basic requirements such as advanced educational degrees such as M.B.A. or Ph.D. coupled with years of experiences are simply not enough anymore. In the current global economy, virtually all upper management personnel come in contact with issues such as language and cultural issues, technological challenges, cross industrial expertise as well as geopolitical concerns.

This certainly does not mean that every manager or management expert has to be familiar with all potential challenges, rather than the ability to recognize the appropriate issues at hand that can be effectively and efficiently dealt with.

Additionally, such ability may also ease the complexity of implementing solutions such as hiring management experts or management consulting firms that can aid in resolving external and internal issues. Such simplification may also influence the bottom line by creating cost savings.

In the coming days and weeks, we will start a detailed discussion about the most basic and universal requirements for hiring a management employee and management experts.

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World Consulting Group — Your premier management consulting firm .