By Dean Bare, Managing Director, Stanton Chase International
May/June 2008,
As corporate America shuffles through the wake of Enron, Adelphia, and HealthSouth scandals, the issue of “character” is now on the minds of boards of directors, shareholders, and employees as they seek senior-level executives.
While not a new focus, finding individuals with integrity is now on the forefront simply because of the publicity surrounding these high-profile cases. Today, companies must look beyond the resumes, the references, the “pedigree,” the psychological tests, and the performances during interviews.
Sometimes, the process of zeroing in on the right candidate takes some creativity and unusual strategies. How about a golf game and a nice dinner out? Think outside the box and try some of these unique recruiting practices that are sure to help you determine if the candidate is appropriate.
What seems like a relaxed environment can actually bring out personality traits in a candidate that would never come out in an interview. A dazzling resume won’t help if there isn’t a personality to go along with all the hard work.
The simple question “tell me about your mother or father” can accomplish many things. In many cases the values of a parent are also the values of the candidate. A candidate’s complimentary statements about a parent’s work ethic, integrity, and so on can give a good picture of what the candidate values. Negative comments about a parent (lazy, short temper, drank too much, couldn’t hold a job) can frequently provide a window on the candidate. Ethics are a major component in business and should be taken seriously. Childhood rearing and a relationship with a parent frequently have a major impact on a candidate’s performance at the executive level.
Should the opportunity arise, ride along with candidates in their car. Driving style and behavior while in traffic can show their reaction to a stressful situation. Courtesy, patience (too little, too much), and aggressiveness are qualities that become quite obvious behind the wheel. Weaving in and out of traffic on the highway may reflect a bad temper. Many people ridicule other drivers and seem to take pleasure in this behind the safety of their car windows.
Take the candidate out to dinner with you and your partner. Many things will be accomplished here, but most important is how the candidate relates to other women or men and the service personnel. Respect, in both cases, is the key issue. If the candidate is rude or dismissive to others at dinner and to the wait staff, there’s a good chance they will act the same way with lower-level people in the organization. It’s also a good way to find out if the candidate drinks too much. We’ve also noticed other glimpses into a candidate’s personality at dinner. For example, does he or she put salt on the meal before tasting it? If so, this could reflect impulsiveness or an inclination to react in a programmed manner when faced with certain decisions.
Recreational venues also offer great opportunities to find insight into a person’s character. And on that note, be aware that we’re dealing with increasing numbers of females who recognize the value of networking on the greens, on tennis courts, on race boats, or even during a game of bridge. Women are competing today for key executive positions and are engaging in activities that were once considered exclusively the domain of men. We’re finding significant numbers of women on tournament circuits—so to speak—competing in chamber of commerce and charity events with and against men and other women who can advance their professional careers.
If you are watching a potential hire, pay attention to how you’re reacting to competition as well. Don’t lose your temper, curse, toss the golf club or tennis racquet, or act otherwise inappropriately. This game is not a typical one with your friends. Most importantly, cheaters never prosper. Don’t even think about tipping the scale in your favor. Such issues of character won’t surface during a typical interview and could very well hurt the company somewhere down the road.
Anyone can do a background check—finding out if the candidate has ever been arrested (and for what), their driving record, previous employers, and references. Not to say this information is not important, but if all checks out well enough, you’re still left wondering who this person really is. Will this candidate lose it when put under stress? Is this candidate going to turn into a liability? Do the candidate's values match those of the company?
These issues are all key ones when hiring a senior-level executive. And it’s the responsibility of the search professional or human resource executive to find out as much as possible before the candidate takes control of an organization.
In the past few years, we’ve seen too many instances where the dark side of an individual has surfaced when faced with temptation or poor stock performance. The outstanding leaders have always acted the same in down times, boom times—and on the golf course.
Stanton Chase International is a retained executive search firm. The 450-member organization conducts local, regional, and international executive search campaigns for many top companies worldwide. Stanton Chase currently has 58 offices in 37 countries. There are 15 offices in North America. Bare manages the Atlanta office. For more information, visit www.stantonchase.com.
