Here's my thoughts on how a CEO should be involved with recruiting.

And my process for ensuring that the process is efficient, fair & doesn't suck up too much of my time.

1/

As CEO, I find that I can help with recruiting in 3 ways:

a. Reaching out to candidates (& networking to get others to suggest a candidate)
b. Reviewing assignments & interview notes to provide a 2nd opinion for the hiring manager.
c. Closing the candidate on joining us.

2/

Here are the things I ask my hiring managers to define before we start recruiting:

a. Job spec/ad
b. A screener interview script (questions, details about roles that need to be communicated)
c. An assignment
d. Interview rotation w/ questions/criteria for each interviewer

3/

A hiring manager should spend a few hours defining a role and hiring process before anyone starts recruiting.

4/

For fairness sake, it's important to treat interview candidates in the same way. Easiest way to do that is to define an interview process, evaluation criteria & questions asked & never deviate from it. I also like to standardize who is doing the interviews.

5/

I'm amazed at the # of CEOs who reach out to me asking me if I know anyone who would be a good fit for their x role, but don't even have a job posting live.

I doubt they've defined a process or thought a/b delegating parts of the process.

Hopefully this thread helps.

6/