Let’s say that you have the same information to fill a top-level position within your company that you know about the U.S. President, his job description and compensation.
The President of the United States is the Chief of State, responsible as the head and ruler of the government, and he represents the symbol of all the people in the United States to the people within the United States and abroad. The President of the United States is the chief executive, vested by the Constitution with the ability to use broad executive power at home and abroad only limited by our government’s system of checks and balances. The President of the United States is the chief administrator in charge of the Executive Branch of the federal government that employs more than two million civilians. The President is also the nation’s chief diplomat making him the main author of American foreign policy and sets the tone both at home and in other countries for international relations with the United States of America. The President of the United States is the commander and chief of the armed forces. The President has direct and immediate control of the military. The President of the United States is chief legislator and responsible for shaping public policy. The President is empowered to suggest, require and insist that Congress enact laws he believes are needed. These six roles listed above are listed in the Constitution of the United States of America. In addition, the President of the United States is automatically the chief of party – the leader of the political party that controls the Executive Branch and also chief citizen, which means the President should represent all of the people of the United States. Citizens expect the President to work for their interests and provide moral leadership. Each role of the President is carried out simultaneously. (excerpts from http://assets.pearsonschool.com)Compensation:
$400,000 annual salary
$50,000 expense account
Housing in a 132-room house, meals, and all service providers
Use of a fleet of cars, Air Force One and other private planes and helicopters
Provide leadership to position the company at the forefront of the industry. Develop a strategic plan to advance the company’s mission and objectives and to promote revenue, profitability and growth as an organization. Oversee company operations to insure production efficiency, quality, service, and cost-effective management of resources. Plan, develop, and implement strategies for generating resources and/or revenues for the company. Identify acquisition and merger opportunities and direct implementation activities. Approve company operational procedures, policies, and standards. Review activity reports and financial statements to determine progress and status in attaining objectives and revise objectives and plans in accordance with current conditions. Evaluate performance of executives for compliance with established policies and objectives of the company and contributions in attaining objectives. Promote the company through written articles and personal appearances at conferences and on radio and television. Represent the company at legislative sessions, committee meetings, and at formal functions. Promote the company to local, regional, national, and international constituencies. Build a fundraising network using personal contacts, direct mail, special events, and foundation support. Present company report at Annual Stockholder and Board of Directors’ meeting. Direct company planning and policy-making committees. Oversee foreign operations to include evaluating operating and financial performance. Perform other duties as assigned.Compensation:
$400,000 annual salary
Housing per diem
Company car and use of company plane
What do you look for when hiring a leader, whether for the local school board, for your city or state, or for the highest office in our nation? Should it differ from what you look for when hiring a leader or, for that matter, any person for your company? There may be more things you look for, depending on the position, but the basics remain the same. The top characteristics of an ideal candidate are: competency, dependability and loyalty, honesty and integrity, a positive and proactive attitude, a willingness to work, flexibility and motivation.
The experts say that the best people at hiring are those who never hire based on friendship or favoritism, and they never let their emotions enter the hiring process. They hire based on skills, knowledge, attitude and other personal characteristics that make him or her the best person for the job.
Under the laws enforced by The United States of America Equal Employment Opportunity Commission (EEOC), it is illegal to discriminate against someone (applicant or employee) because of that person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
The law forbids discrimination in every aspect of employment. (www.eeoc.gov)
Before I was educated in these truths, there were many times that I voted for people or hired people because I liked them, they had similarities to mine, or they were friends; and could I tell you some stories of how those backfired, cost me money, friendships and just respect for my own choices.
I am thankful to the people who have taught me that perception is not reality, that when I function on feeling, it destroys me and others, and that there will never be a perfect candidate as there are no perfect people. So who do you choose?
The right candidate is the one that not only has the top characteristics: competency, dependability and loyalty, honesty and integrity, a positive and proactive attitude, a willingness to work, flexibility and motivation (verified through references, recorded track record and sometimes testing), but also is passionate about the job. Other determining factors will be his or her acceptance of the budget allotted for the position and skills or relationships pertinent to the particular job. (Example: you don’t hire a president of an association with a particular code of ethics if the candidate doesn’t personally uphold that code.)
There is so much that can be written on this topic. Hopefully, you have the basics now to motivate you to do your research and homework, whether hiring your next employee or voting in an upcoming election.