Interviews Matter

Most hiring processes I've been involved with include several stages: initial screenings by recruiters, interviews with hiring managers, and further discussions with key stakeholders. Additionally, candidates often have to demonstrate their skills through presentations or tasks relevant to the position.

While a strong resume may secure an interview, it’s the overall performance during these stages that ultimately determines who gets hired.

Sure, candidates may feel anxious, and it’s common to make mistakes under pressure. However, most hiring managers tend to overlook minor gaffes.

What truly stands out are dishonesty and the inability to articulate thoughts clearly.

Debates: A Real-Time Evaluation

Critics might argue that debates don’t accurately predict how candidates will perform as President. Yet, these events compel candidates to showcase essential attributes, such as emotional intelligence, critical thinking, integrity, composure in stressful situations, and effective communication. Even if a candidate is visibly nervous, discerning viewers can often gauge their leadership potential.

In a job interview, candidates’ statements are scrutinized through follow-up questions or reference checks. If hired despite dishonesty, those falsehoods typically surface quickly, often leading to the candidate's dismissal within six months.

Reports have shown that during recent debates, Trump made over 30 false claims, while Biden had nine. While politicians may stretch the truth, over two dozen inaccuracies? In any corporate interview, that would raise immediate red flags for hiring managers.

Incoherent responses, rambling thoughts, and an inability to answer questions are further warning signs. A hiring manager would be justifiably frustrated with HR for allowing such a candidate to proceed.

Time to Reassess the Candidate Pool

A President must embody integrity and reliability, especially when addressing global challenges. They must also advocate effectively for our nation and clearly communicate their policies.

If the debate were treated as a job interview for a top executive role at any major corporation, the board would undoubtedly instruct Talent Acquisition to restart the search for more suitable candidates.

Karen McLaughlin is a professional in HR Talent Development, focusing on communication, nature, self-improvement, and leadership.

This video discusses the key questions surrounding the Trump-Harris debate and offers insights into the candidates' performances.

This video captures the essence of a presidential debate watch party, highlighting the importance of political engagement and participation.