Hiring new managers is a humbling experience.  I've had hits.  I've had misses.  And that's why I work so hard to minimize misplaced hires--so I keep a file of competencies that I expect in new managers.

While visiting Curriculum Night for my seventh-grader, one teacher presented the new grading system for the school:

	Remember / Understand / Apply		40%
	Analyze / Evaluate / Create		60%

In essence, 40% of the grade will come from showing the ability to memorize, understand and apply the material while 60% of the grade will come from analyzing, evaluating and creating new material from the base concepts.  The weight is with the Creators.

Recently, a client said that they really liked a new manager they hired a short time back.  During the interview process, the new manager demonstrated an ability to talk the industry jargon and give a thoughtful application of the client's product to a fictitious prospect.  He got the job.

Within a month after his hiring, my client saw more good applications of industry truthes, but as a manager, the new hire seemed stuck.  The new manager looked to others to 'review the numbers', 'prepare suggestions' and 'contribute some ideas'.  In essence, the new manager wasn't Analyzing, Evaluating and Creating--a key requirement of the job that was not included in the interview process.

For my next new manager hire, the interview process will give the candidate a way to demonstrate they can quickly Analyze, Evaluate and Create--probably based on content that is easy to grasp.

What are ways you can test for new manager candidates to Analyze, Evaluate and Create?