A few Saturdays ago I had the gym to myself – just me, twelve televisions hanging from the ceiling and a row of empty Stairmasters. I was in heaven! You see, the Red Sox were playing the Yankees over at Fenway (we know the end of that story!) and everyone in Boston was either there, in a bar near there, or glued to the TV at home. I was watching the game too, of course, but only out of one eye.

I was a bit distracted (hey, twelve TVs!) by an interview on CNN’s People with “Aaaahnold.” Yes, I do mean Arnold (The Terminator) Schwarzenegger. I actually find him quite an intriguing fellow and the interview was bearing that out. There was one thing he said that (literally) made me skip a beat on the machine. He told the interviewer, “Everything I have done in my life has prepared me well for the next thing that I do. I am always working to make myself better.” It was clear that Arnold really feels that he has a "path" - just like other successful people we read about and know personally. I like that!

I was thinking as I pumped away on those stairs that the best candidates I have interviewed in the past ten years think the same way Arnold does! They have clear goals. They have a path. In their careers and jobs, they can give you a reason why they did what they did and where they think they are headed. They are focused and “grounded.” Although some may argue this way of thinking doesn’t leave much room for the “creative” process of forming a career, I still think it’s the winning way.

So, if you want to uncover these types of candidates in your interview process, here are a few simple suggestions to incorporate into your interview:

Review the Resume Chronologically

I like to start at the beginning – quite literally. I tell the candidate I’d like him to “walk me through his resume” and give me a quick overview of his career, starting right at the beginning. I see how concise, clear (or rambling) they can be. If they can’t present themselves effectively, we have a problem.

Ask “Why” Questions

While the candidate is giving me his history, I’m busy asking lots of “why” questions (in a conversational way, of course!) I even like to ask why they chose the university or college they did. That’s a great question! I had one candidate tell me “Well, that’s the only school that accepted me.” (Can you guess how long that interview lasted?) I had one candidate tell me he wanted to go to school in California because all of his family went to school in the Boston area and he wanted to “break the mold.” That adventuresome attribute was a plus for my client. (And, of course, the ones who got four-year scholarships go to the head of the class!)

Look for Career Progression

You should get a clear idea during this chronological review if your candidate has been moving forward, sidewards or backwards. It’s that simple.

Some things to look for are:

• Promotions and increasing responsibility
• Increasing quota size or territory
• Management of others
• Awards or accolades received

Ask Them About Their Vision

After the chronological review, ask the candidates what they see as the “next step” in their career – what are they looking for, what kind of company, position, etc.? Then, sit back and listen. This is where your good candidates give you their vision for themselves and their future. They will be clear about what they want and how their careers have led up to this point (a la Arnold!) If your candidate stumbles on this one, beware. If their next step is just for more money, beware. If they have no clear vision, beware.

In my view, there’s no way around it. From the Governor on down, a clear plan is a prerequisite for success. Do you agree? Click here to tell us.