The 18 Hole Interview

Today, Seth Godin writes about Google's "memory" and the affect it has on personal branding. Long story short, don't do anything on the web that might come back to haunt you later. Google can be an effective applicant screening tool.

Nowadays, recruiters and hiring managers use it all the time.

Images, blogs, tweets, recommendations, business, personal and social connections all provide insights into the type of person you are (versus the type of person you claim to be, in your resume).

I'm currently enjoying a couple of days golfing in southern Florida. I love golf. (In my case it is an unrequited love.)

Somewhere on the back nine, it struck me that a round of golf might be another great filter. Imagine taking three equally qualified finalists golfing, to help determine who to hire.

How people play the game provides valuable insights into a person's character.

1. Are they risk takers or do they play it safe?
2. How well to they manage the course? Adjusting for pin placement, wind, undulations of the green..
3. Do they take the opportunity to "improve their lie" - change the rules of the game to accommodate their situation?
4. Are they honest? Do they count all their strokes and assess the correct penalties?
5. Are they easily frustrated?
6. How well to they socialize with the other players (after a good shot, after a bad shot?)
7. How do they handle adversity?
8. How do they perform under pressure?
9. Do they listen to (or ask for ) advice from other players or their caddy?
10. Did they have fun? Were they relaxed?
11. Would you want to golf with them again?

My advice: Once you've used Google to cull down candidates for that important senior position, and conducted the interviews, book a tee time before making an offer.

Image credit: www.pro.corbis.com