These six mistakes cost more than the search. They cost the hire.
Mistake 1: Starting with the job description
Most CHRO searches begin with a job description. That is backward. Start with 3 to 5 measurable outcomes for the first 12 to 18 months. The outcomes define the requirements. The requirements define the search.
Mistake 2: Over-specifying the candidate
“Must have 15+ years in our specific industry, at our exact employee count, with a CHRO title.” This requirement eliminates candidates who are perfectly capable — and advances candidates who check boxes but lack substance.
Specify what must be true versus what would be nice. The right CHRO can lead across industries when they have the right foundation.
Mistake 3: Hiring the interviewer, not the leader
Without a structured evaluation framework, the most charismatic candidate wins. This is the most expensive hiring mistake in executive HR because the gap between interview performance and leadership performance is wider in HR than in any other function.
Mistake 4: Skipping reference checks on peers
CEO references are revealing but they have an agenda. A former peer — someone who sat at the leadership table and observed the candidate’s judgment from the adjacent seat — provides the most honest assessment.
Mistake 5: Underestimating compensation and timeline
A CHRO in Chicago costs $250,000 to $400,000 in cash compensation. The search takes 4 to 6 months to offer, plus 60 to 90 days notice. Guessing wrong on either number kills searches mid-stream.
Mistake 6: Believing the best candidate will apply
The CHRO who will transform your business is not on a job board. If your search strategy relies on posting and hoping, you are fishing in the wrong lake and will not find the fish you need.
How to avoid all six
Start with outcomes. Narrow the requirements to what matters. Evaluate on a structured framework. Check peer references. Know the market numbers. And access the candidates who are not applying.
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