No, it seemed like a "good hire" at the time. As it turned out, it was a bad one. A hire is either good, or it is bad, and it generally takes time to learn which it is.SnowyRange said:The only "good hires" are the ones that result in success. When your hire fails, you look back and examine it, and try to identify the erroneous decisions. Any personality profile or MMPI-type diagnostic probably would have tripped someone like Christensen up pretty quickly. Arrogance and blind obstinacy in the face of direct results and tangible evidence are pretty indicative of personality disorders of a level that should preclude someone as an executive.
Well, I don't want to get hung up on terminology, so maybe we don't really disagree. What I mean is that the hiring of a big-time, successful coordinator, who was coveted by other schools, was a good choice. Do all good choices pan out? Nope. But we aimed high, as we should, and gave him the tools he said he needed to succeed. The failure rests on him, not our process or choice.
(The notion of giving candidates diagnostic tests is funny, though! At that level of football coach, they're probably all OCD sociopaths.)
And plenty of executive searches require test batteries including the types I referred to. It's completely up to the hiring entity if they want to insist on them, but given Christensen's lack of a total resume (no HC experience)- I think it would have been a reasonable request and one that just about any school interested in him should have insisted on.