One of the costliest mistakes I see teams make is when they hire people who are just like they are. This, more often than not, happens on executive teams where the primary leader has a very dominant personality.
The problem is that it creates a culture where certain behaviors are rewarded and other much needed behaviors in the organization are criticized. It also breeds "group thinking."
So, how do you avoid this costly situation?
1.Get clear on your specific needs by defining the position description.
2.Based on the position description, clearly define job competencies (behaviors that define specific skills, knowledge, and personal traits needed to be successful in the role).
3.Have a strategy for the selection process and use behavioral based questions to guide the interview.
4.Create an objective framework for evaluating candidates. Don't just make a decision based on gut feel.
5.Make sure that the candidate is a good cultural fit.