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Developed By Smooch Repovich Reynolds, CEO Over the course of my tenure in executive search and human resources, I have found that it is far more important for a candidate to possess specific intangible attributes rather than only mastering the technical skills that are required to perform a job. Although this notion may seem contrary to logic, or what you've been taught over the years, the reality proves that the most important competencies have little to do with skills, training, or work experience but rather with a professional's mindset. Based on this notion, I have identified and trademarked the following criteria we use as a standard assessment vehicle when evaluating candidates: Personal Mindset: Does the candidate view the glass as half empty or half full? Enterprising Thought Process: Does the candidate think in an enterprising way? Does he/she come up with one hundred ideas to find the two, highly creative and strategic concepts that can propel his/her company to new heights? Judgment Calls: Does the professional have a track record of impeccable judgment calls in a variety of business situations? Integrity, Honesty, Credibility & Trust: What degree of integrity and credibility does the candidate have among peers, within the industry, with the news media and Wall Street? Business Knowledge: Is the candidate interested in becoming genuinely immersed in the business of the business they are in? Is their knowledge of each business segment/operating unit superficial or extensive enough to allow them to provide superior counsel to senior management and across all functional disciplines? Problem Solving: Does the candidate have intellectual and intuitive problem solving skills? Risk Tolerance: Is the professional comfortable assuming risk or does he/she play it safe? Does the person have the courage to meet stiff challenges? Is the candidate willing to risk his/her job by giving direct and honest counsel to the CEO or other senior executives? Self Concept: Is the candidate's self concept healthy and strong enough to intuitively navigate treacherous waters, influence senior management, and develop and motivate staff as though the staff developed the ideas themselves? Drive: Is the candidate an assertive individual who will drive programs to successful fruition? Is the professional highly self-motivated or an order taker in disguise? Proactive: Does the professional's approach to responsibilities embody a forward thinking, proactive mindset? Or does the candidate hide behind his or her title simply reacting to situations when necessary? Entrepreneurial/Intrapreneurial: Does the candidate take responsibility for his/her job as if he/she owned the company? Does he watch the dollar and time expenditures as an entrepreneur would, or does he/she spend and manage knowing he/she will collect their paycheck and benefits no matter what? Visionary Capabilities: Does the candidate have the ability to serve as a visionary for the future of their function as it supports the directions a company is going? Do they have the ability to recognize the value of getting ahead of the curve in supporting a company's future direction? Passion: Is the candidate passionate about his/her profession?
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