A film director is much like a CEO. Both are the masterminds of their operations and both have the weight of their successes and failures resting on their shoulders. CEOs and film directors both get to decide on the cast of characters they put together to make their dream a reality. CEOs with a great idea and innovative products can be bogged down by meddling employees, while film directors with a strong script and solid financial backing could be slowed by cast members who aren't up to the task. After understanding the parallels between CEOs and film directors, here are some tips CEOs can learn from movie directors when putting their business teams together.

Make well-thought-out, strategic decisions
Becoming enamored with a particular job candidate is easy for CEOs who are eager to fill positions at their company. However, in the same way that an amazing actor may not be the right fit for every film, a highly qualified candidate may not necessarily be the best option at every large corporation. Forcing workers into roles is typically not ideal; instead, business leaders need to work to their employees' strengths. Innovative employees should be brought on to help with strategic planning, while those with accounting skills should fill the finance division. It is also important new employees are familiar with business planning software, which makes financial forecasting and projecting cash flow much easier and more time efficient.

Don't let the interview be a deciding factor
In many instances, interviews at large corporations can be very stressful for applicants, which can cause prospective employees to underperform. CEOs shouldn't let these poor interviews completely influence their hiring decisions. If a particular job candidate has a strong resume and fits the qualifications for the jobs, it may be wise to bring them in for a second look to see if they  just had a bad day. While a first impression certainly is important, sometimes it's worthwhile to give people a second chance. One bad reading doesn't necessarily determine an actor's fate; the same applies to business employees. 

Be active in recruiting top talent
The best film directors will say they had to work hard to get the actors they wanted to fill out their cast. CEOs have to take the same mindset when they are looking to add to their staff. By sending recruiters out to some of the top business schools and incentivizing other employees for recommending job candidates, CEOs will be able to hire top talent to their company and keep them away from competing firms. Even when a large corporation isn't necessarily hiring, it is still important to be looking at where employees may be needed in the upcoming months.

Make the top candidate an offer he or she can't refuse
The most skilled, polished prospects may be garnering offers from other companies, which may make it difficult to lure them in. In these instances, CEOs should show off their lucrative benefits packages, as well as showcase some higher level roles that can be available in the future. Rolling out the red carpet for top candidates may be necessary when trying to add them to the company. While the best prospects may be highly coveted, it's important to not go overboard when attempting to hire them.

Identify other strengths in candidates
During the hiring process, CEOs and their teams should make sure to evaluate the résumés of prospective employees to look for strengths that aren't necessarily related to their job history. For example. if a particular candidate volunteered at a school for underprivileged children it may exemplify their compassion, or, if they excelled in sports in college and high school, it could mean they have a competitive spirit to succeed in the workforce. In many cases, a résumé and interview will not tell the whole story about a candidate.

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