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 are looking beyond the resumes, the references, the "pedigree, the psychological tests, and the performances during interviews.

As a candidate, you should be aware of some unique ways that search firms and in-house hiring managers are looking at their potential employees. Some times, the process of zeroing in on the right candidate can make employers be a little more creative. Those in charge of screening candidates are drawing on unusual strategies to find out information not readily available during your typical interview.

Don't be surprised if you're asked to a golf game or a nice dinner out. Sure, sounds great, but what may seem like a fun night out may cost you that coveted executive position. A dazzling resume won't help if there isn't a personality to go along with all that hard work. Here's some insight to what we, as recruiters, are looking for in a senior executive.

Be aware of the question "tell me about your mother or father. It may seem like an ice breaker, when in fact it can possibly cost you the job. In many cases the values of a parent are also the values of the candidate, and that is what we and the employer are looking for. Compliments on a parent's work ethic, integrity, and so on can give a good picture of what it is that you value as well. This answer can highlight qualities that make you stand out from the rest. How you were raised and your relationship with a parent frequently has a major impact on performance at the executive level.

Warning: Should we ride along with you in your car, pay attention to your driving style and behavior while in behind the wheel. This can quickly show your 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. Just remember who you're riding with.

We often like to take the candidate out to dinner with our wife or husband. Many things will be accomplished here, but most importantly is how you relate to other women or men and the service personnel. How you treat others, whether it is with respect or in a demeaning manner, will become apparent in this environment. Respect is the key issue to be learned here. If you are rude to others at dinner and to waiters, there's a good chance you will act the same way towards lower level employees in the organization.

It's also a good way to find out your drinking habits and other personality traits. For example, do you put salt on a meal before ever tasting it? If so, for a recruiter, this could reflect impulsiveness or an inclination to react in a programmed manner when you're faced with certain decisions. Something you may not have thought about previously, but it can make or break you.

Surprise! The golf course is a great place to find insight into a person's character. Pay attention to how you're reacting to competition. Don't lose your temper, curse, or toss the golf clubs and act inappropriately. This is not a typical golf game with your buddies. 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 you have ever been arrested (and for what), your driving record, previous employers, and references. Not to say that information is not important, but if all checks out well enough, the employer is still left wondering who this person really is. Will you lose it when put under stress? Are you going to turn into a liability? Do your values match those of the company?

These are all key issues when hiring a senior-level executive. And, it's our responsibility as search professionals to find out as much as possible before a candidate takes control of an organization. And, it's your responsibility as a candidate to prove that you can control that organization.

In the past few years, we've seen too many instances where the dark side of individuals 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.



Dean Bare is Managing Director in Atlanta, Georgia for Stanton Chase International, a retained executive search firm. The 350-member organization conducts local, regional and international executive search campaigns for many top companies worldwide. Stanton Chase currently has 64 offices in 39 countries. There are 15 offices in North America. For more information, visit www.stantonchase.com.