Job Audit Form Describing an Ideal Candidate Essay

There are many reasons why the present CEO of Exxon Mobil has been so successful in his role, and his successor must have these same qualities. First and foremost, the incoming CEO needs to have managed a huge organization with a diversified workforce and multiple business units. The future CEO of Exxon Mobil will need to be able to handle the company’s diversified and complex business environment, as the company operates in more than 200 nations worldwide. Second, the next CEO must be well-versed in the energy market and prepared to meet the difficulties and opportunities ahead (Doz, 2020). Given the ever-changing nature of the energy industry, the new CEO must be able to anticipate and respond to changes in market conditions. The third essential quality in the next CEO is a dedication to environmental responsibility and long-term sustainability. The present CEO has been criticized for not doing more to combat climate change, so the incoming leader must adopt a new strategy.

Cleaner energy alternatives are rising, and Exxon Mobil has to be at the vanguard of this movement. As a result, the incoming CEO needs to be dedicated to cutting the company’s carbon footprint and funding the development of alternative energy sources. The prospective CEO should be able to build trusting relationships with important parties like government officials, investors, wholesalers, and customers (Doz, 2020). The current CEO has built solid relationships with these parties; the incoming CEO should work to maintain and strengthen them.

A successor to Exxon Mobil needs these qualities to keep the company successful in the face of intense competition and rapid technological advancement. An effective CEO will have the traits mentioned above, allowing them to steer the company toward success while keeping environmental responsibility and worker safety at the forefront of their priorities (Doz, 2020). They will be able to oversee a wide range of employees and processes, come up with fresh ideas, and successfully connect with the company’s various constituencies. The next CEO will play a significant role in guaranteeing Exxon Mobil’s long-term viability.

Characteristics of the Current Leader that Should not be Possessed

The new CEO should steer clear of certain traits, and a lack of interest in combating climate change is one among them. Critics have accused the present leader of ignoring climate change and even supporting efforts to discredit the science behind it. The importance of corporations practicing responsible environmental management in today’s society is paramount (Doz, 2020). Companies need to accept accountability for their role in contributing to climate change, a problem that affects people worldwide. Reputational harm, legal challenges, and lost market share are all possible outcomes of failing to do so. In light of this, the next CEO of Exxon Mobil should make efforts to lessen the oil giant’s impact on the environment.

The incoming CEO should also avoid being closed off from the possibility of using alternative or renewable energy sources. Businesses that stick with outdated fossil fuels risk falling behind as the globe moves to more sustainable energy options. Competition from renewable energy sources like solar and wind is already a problem for Exxon Mobil and will worsen (Sugai & Horner, 2020). The next CEO should be willing to consider renewable energy options and finance their development. A loss of long-term market share and profits could result from failing to do so.

Traits to be Considered

While choosing a new CEO for Exxon Mobil, it is important to consider the features stated in the succession plan and several others. The new CEO must be a great communicator and have remarkable communication abilities. Effective communication is crucial to maintaining a culture of collaboration and innovation, given the company’s diverse workforce and global operations (Sugai & Horner, 2020). To effectively communicate with regulators, investors, employees, and consumers, the CEO must fully grasp the company’s vision, values, and strategy.

The incoming CEO must demonstrate an ability to implement and manage change effectively. Exxon Mobil requires a CEO who can steer the corporation successfully through the seismic shifts in the oil sector (Sugai & Horner, 2020). The new CEO needs to be able to analyze the company’s situation, spot possibilities and dangers, and develop and implement plans that boost revenue and ensure the company’s long-term viability. They should also be able to encourage and inspire staff to adapt to new circumstances and move quickly in response to changes in the market.

Job Description

The new CEO of this multinational oil and gas firm will need substantial leadership experience, especially in managing large organizations with racially and ethnically diverse staff. They should also be well-versed in the energy market and prepared to adapt to new developments and problems. The new CEO of Exxon Mobil will be responsible for leading the company into new markets and guiding it through the complex and competitive oil and gas business. The CEO needs to be familiar with risk management, mergers and acquisitions, and financial performance management (Sugai & Horner, 2020). Because of the importance of maintaining positive connections with investors, regulators, and customers, the incoming CEO should have strong communication and stakeholder management abilities.

In addition, the new CEO needs to be dedicated to sustainability and cutting the company’s carbon footprint, especially in light of the rising demand for renewable energy sources and the rising awareness of the need for environmental stewardship. The CEO needs the intestinal fortitude to make difficult choices like shifting funding to invest in renewable energy technology without sacrificing profitability or falling short of shareholders’ expectations (Sugai & Horner, 2020). The oil business is changing rapidly; therefore, the next CEO of Exxon Mobil will need a wide variety of expertise to steer the company properly.

Essential Personal and Professional Qualities to Identify Candidates

The success of any company depends on its ability to identify and hire people with the necessary personal and professional attributes. These traits involve more than just the requisite knowledge and expertise for the position and instead evaluate the candidate’s compatibility with the company’s ethos, goals, and values. Candidates’ honesty, integrity, and trustworthiness are crucial personal attributes to seek out. These traits are especially valuable in leadership positions when actions and judgments can affect an organization’s standing in the community. Adaptability, resilience, and a growth mentality are other essential traits for potential hires (Specchia et al., 2021). These traits are increasingly important in today’s fast-paced business world, where companies require leaders who can deal with ambiguity, grow from setbacks, and take on new challenges.

Regarding professional qualifications, candidates must possess the appropriate technical skills and expertise required for the job. However, it is equally crucial to evaluate their social skills, such as their ability to work in teams and communicate clearly and effectively with members from different backgrounds. Candidates for upper-level positions must also demonstrate superior leadership, decision-making, and problem-solving abilities. Candidates should also demonstrate a thirst for knowledge and an eagerness to engage in their growth and careers (Specchia et al., 2021). Finally, applicants should share the same values and vision as the organization, show enthusiasm for the role they’re applying for, and be willing to work hard to see the position through to completion.

Important but Less Essential Qualities

Among the aforementioned necessary traits, a few others might be nice to have but aren’t as important. Cultural competence is one of these characteristics. Finding a CEO that shares the same vision and ideals as the organization is crucial. Yet, it is inappropriate to put cultural compatibility ahead of abilities like leadership, strategic thinking, and communication. Working knowledge of the field is also a plus. A CEO who has worked in the field before can bring important perspectives and contacts. Industry knowledge and experience, however, can be gained through study and teamwork with seasoned pros (Specchia et al., 2021). Hence, while knowing whether or not the candidate has relevant work experience is helpful, this should not be a dealbreaker.

Third, a CEO with experience successfully guiding other businesses through mergers and acquisitions is a benefit. The core, as mentioned above, skills, such as leadership and strategic thinking, are more important than this (Specchia et al., 2021). This is because M&As are not routine for most businesses, and CEOs may always consult with subject-matter specialists to help them through the process. The candidate’s background in this area should be considered, but it shouldn’t be a factor in your hiring choice.

Methods and Tactics to Use in Identifying, Sourcing, and Recruiting Candidates

I would start finding, recruiting, and screening applicants for the CEO post by tapping into my existing network. If I were hiring for this position, one of the first places I’d look would be business schools and trade organizations. To find even more qualified applicants, I would collaborate with a top-tier executive search agency focusing on high-level management positions (Specchia et al., 2021). Once I have a list of people to interview, I will start the recruitment process by reading over their resumes and cover letters to get a sense of who they are as people and if they are a good fit for the position. I would conduct preliminary interviews to evaluate each candidate’s background, abilities, and potential as a leader. After gathering information about potential candidates, I would select only those who met my criteria.

Strategies for Identifying Candidates

I would employ several methods to find potential CEO candidates with the necessary character traits and professional experience. To begin, I’d create a thorough job description that spells out all the vital skills and qualities—both personal and professional—needed to succeed in the position (Dhamija et al., 2019). Afterward, I’d do an exhaustive search within and without the company, posting ads on job boards, using social media, and attending networking events to meet a wide range of potential applicants.

In-depth interviews, tests, and reference checks would all be part of my screening procedure to guarantee that individuals are qualified. As an interviewer, I would ask the candidate questions designed to elicit answers demonstrating their ability to think on their feet and solve problems creatively and strategically. I would also subject them to psychometric tests to ensure they have the necessary traits, skills, and intelligence to be an effective CEO (Dhamija et al., 2019). Using these methods, I can find executives with the right mix of personal and professional traits to steer the organization to success.

References

Dhamija, P., Gupta, S., & Bag, S. (2019). Measuring of job satisfaction: the use of quality of work life factors. Benchmarking: An International Journal, 26(3), 871-892. Web.

Doz, Y. (2020). Fostering strategic agility: How individual executives and human resource practices contribute. Human Resource Management Review, 30(1), 100693. Web.

Specchia, M. L., Cozzolino, M. R., Carini, E., Di Pilla, A., Galletti, C., Ricciardi, W., & Damiani, G. (2021). Leadership styles and nurses’ job satisfaction. Results of a systematic review. International Journal of Environmental Research and Public Health, 18(4), 1552. Web.

Sugai, G., & Horner, R. H. (2020). Sustaining and scaling positive behavioral interventions and supports: Implementation drivers, outcomes, and considerations. Exceptional Children, 86(2), 120-136. Web.