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¶ … Quality Candidate for a Fortune 500 Company
As a Fortune 500 recruiter, I would be particularly interested in the integrity and honesty of the candidate. That said, how would I know if he or she was truly an honest person with a work history of forthrightness? Digging deep into the candidate's resume and references is one way, and also a recruiter must be a good judge of character, hence, in the interview honesty and forthrightness should be able to be discerned.
Secondly I would pass judgment on the candidate based on his or her interest in the job, knowledge of the job, and attitude towards work, per se. A high quality candidate has very likely conducted his or her own research to see if the job would be a good fit. How badly do you want this job? What do you know about this particular position and why should I give you serious consideration for this position? Where do you want to be in 10 years -- with this company? Why? Assuming the person has the right academic credentials and/or the right training, these are some of the questions that would be appropriate to ask and expect good answers for.
Thirdly I would want to know about his or her motivation and drive. Is it money you are after? There should be some evidence in his or her background as to how motivated the person is towards career goals and overall executive success. The fourth most important thing for a candidate to show would be conscientiousness. There should be proof of a candidate's conscientiousness in the materials presented prior to the interview. Once those four general categories have been covered, there are specific personality characteristics that foreshadow a person's drive and character. Interview techniques should be geared around a grasp of the candidate's personality. After that, a candidate's health history is germane to the application, and also, how quickly does he or she learn new tasks? What knowledge does he or she have about emerging technologies?
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