HR Interview:- Presidential Debate as Job Interview

Could your company's recruiters learn a thing or two from CBS' Bob Schieffer? Watching the presidential debates, the last of which will be hosted by Schieffer Wednesday night, may be an eye-opener for executive recruiters. "For those of us in the business of finding, evaluating, and recommending leaders for top-level positions, we'll be watching the debate with our non-partisan, leadership assessment hats on, asking ourselves, 'How well-prepared is John McCain or Barack Obama to assume the CEO of the United States position?'" says John Salveson, a principal with Salveson Stetson Group. "Politics and cameras aside, there are certain fundamental skills and attributes a leader must demonstrate in an interview like this. We'll be on the lookout for them." Here are some things you need to pay attention to whether choosing the next executive at your company or the next world leader:

• The Candidate's Capability to Do the Job. What experiences, skills, knowledge, and background would Sen. McCain or Sen. Obama bring to the position of president? A strong job candidate will offer specific examples of accomplishments, not vague statements of promise.

• The Candidate's Leadership Style. How does he lead, how does he comport himself, and what is his chemistry like with others? Does he have an inclusive style, or does he make decisions in isolation? Consider his track record in past hires and how he utilized that talent.

• Salveson Stetson Says a Job Candidate for Any Executive-Level Position — Including The White House —Needs to Possess these Six Qualities:

1) Ability to Inspire People. Can the candidate articulate his vision and get others charged up about it?

2) Ability to Select, Find, and Attract the Right Team to Implement his Vision. Remember, Salveson advises, great leaders typically aren't masters of all but rather have the ability to bring together a diverse team to make things happen.

3) Strong Relationship Manager. How well does the candidate build coalitions—especially across diverse groups? "There will be many competing interests and many people who don't like you," says Salveson. "How a president goes about building a team in that type of environment will be critical to his administration's success over time."

4) Crisis Management Skills. What is the candidate's management style during a crisis versus under normal conditions? "You don't want a leader who panics under pressure," says Salveson, "nor do you want one who is slow to react in a crisis."
5) Integrity. "Lying in an interview is immediate grounds for disqualification in a job interview," says Salveson. "A candidate with integrity will speak truthfully and not manipulate facts to make himself look better."

6) Articulation of Why He Wants the Job. A good interviewer will be on the lookout for a candidate who can explain clearly why they want the job. "The desire for power is rarely a good reason to hire someone," says Salveson. "Listen carefully, instead, for the core reasons a candidate desires the job. There's usually a higher motive at play for candidates seeking public office. Be sure they can articulate that before you 'hire' them for the presidency."


Thanks to Inside Training Newsletter