Danny came from the interview room after attending a long meeting. For Danny, it was an entirely different experience, an experience that has almost changed his perception on an interview process, an experience to know and understand how successful leader is working to understand an experience to see why some people are very successful as guides and above all why successful leaders, the situation is different, not different things.
In his last ten yearscomplex industry experience, Danny has a number of interviews with world-class MNC's / fortune five hundred companies for management and leadership positions. But he has never been a unique experience, as it has developed today.
In fact, Danny has for the position of Vice President-Corporate Planning applied in this company back a few weeks by a headhunter. Because of the same, he has an interview and he seemed to call for today. This company is8 billion U.S. dollars happens to be a cash-rich balance five hundred business conglomerate with strong presence in the international market. The ownership of the company is primarily a family-run, when the new 34-year-old young CEO Chartered Accountancy background, makes a serious attempt, first-class young injecting into the system. Since he took over the company as CEO, a few new young faces in this company's cadre of middle and upper management. The new CEOstrongly believes that to maintain the steady growth in the rapidly changing market, management will have to change their philosophy from a family firm manages a professionally run. Young highly qualified staff must be given the task of the company very quickly. Therefore, in the next few years, this company will definitely undergo a massive transformation.
According to the schedule, Danny came for the interview at 9.45 clock in the morning. Promptly at 10:00 clock, he wasinvited to the meeting. There were three executives in the boardroom, the CEO of the Group Executive Director and Group Director of Human Resources. To start the interview, the CEO of the company switches arranged from his mobile phone several glasses of water and instructed his secretary not to allow anyone or any interruption in the room until the meeting is over. As a next step, the CEO Danny participated in a few minutes casual conversation about himpsychologically comfortable with the new group. After he found that Danny is comfortable enough with the environment, CEO, began the actual interview. However, it was totally unconventional way. CEO started related issues of childhood Danny has his primary education, living outside the school curriculum and other similar memories. He was interested primarily in knowing Danny's childhood life beyond school.
Then Danny was asked questions relatedhas to his higher education experience that kind of support Danny survived by his family, his circle of friends in and out of school, good and bad experiences with them and other similar memories. Similar procedures performed CEO, has experience at Danny's post-graduate studies to know, in the early stages of employment and life beyond business environment. At first Danny was quite surprised about the way see interview was conducted, although he enjoyed the process greatly. But very soonDanny realized that it was a deliberate attempt to know how their individual value system and developed over time matured, which is the professional ethics and moral values as an individual is looking forward Danny and why? What are the different dimensions of the character of Danny's? What are his passion? What are what irritates Danny as an individual, and why? What is the meaning of life? What is his definition of power, success and quality? What are the factor drivesDanny moves through its day to day life? etc. This interview lasted two hours 45 minutes. During this time, Danny spent almost 10-15 minutes to answer questions about his job content in context. Rest of the time he spent in the discussion of his personality factor as an individual. Therefore, the focus of the meeting was entirely on understanding the person as an individual.
Danny has also found that the director has gone through the very details of his profile in advance, well prepared andvery disciplined. He conducted the entire session in a very systematic and sequential approach. In addition, instant impressions were not developed in all aspects to Danny. The manager went into the depth of each issue thoroughly collected sufficient data and facts, and above all, he physically record all the important information was by Danny is a well-constructed notebook immediately, made a rare observation of Danny in the today's rapidly changing the corporate sector. His approachwas very passionate on learning about people who strive to people as individuals and do not know, crickets, or the assessment of candidates. At the end of the meeting, Danny is very confident that he has never been so much information about him in one of its common past, which he shared here today. He has so many things from this interaction, which he did not even learn from his past ten years of professional career learned.
In his past, Danny has seen many managers toTalk about best practices, but today he met with a person who has applied best practices at the operational level to the test. Danny is fully convinced that whatever his election to the company's CEO converts it into a passion for life ambassador for his company. From now on, when Danny is that he admired and valued in this company and its leadership, the outer world for its un-compromised passion for perfection. This is an amazing experience would DannyLove to remember for the rest of his life.
Danny has in his past, many business leaders and managers to give presentations on leadership to look to the people etc in national and international forums. But today, he met a director who made clear that people are not the most important asset for him, but he has the same has been shown by his passion through his actions and involvement. Danny notes that in today's highly competitive market, all leading companies are investing heavily on buildingEmployer Brand in the labor market. But an experience designed by Danny during the interview today, a classic example of the construction of an ideal employer brand in the rapidly changing competitive job market. Danny believes that if companies can do a lot more of these ambassadors through their everyday actions to develop a very good reputation and employer brand can be developed on the labor market. But for this to happen, this is the right leadership is a must. A leader who has the courage of conviction, aun-compromised passion for best practices, the ability to lead by example and in particular its ability to redefine the rule of best practices, and Danny is proud to say that he met such a leader today.
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