By BLR Founder and CEO Bob Brady

Next Tuesday’s Pennsylvania primary may finalize the field for the upcoming presidential election. But would any of these candidates pass a CEO interview? And what would you ask? Let us know and we’ll publish your replies.

Our presidential selection system is a disaster—and a thing of beauty. Hundreds of millions of dollars are spent. Some of the smartest people in the land work on these campaigns for years, win or lose.

Well, after months and months of campaigning, we’ve now ended up with three candidates. All are wonderful, talented, dedicated Americans but, in my opinion, not one of them would ever make the short list if HR were running the typical CEO recruitment initiative.

Why not?

--Senator Clinton is brainy and has thought seriously about national problems for decades. She’s been an effective senator. She’s participated in the inner councils at the highest levels.

--Senator Obama is another brainiac. His ability to simplify complex issues and communicate inspirationally is a trait that distinguishes great leaders. His experience as a community organizer gives him an in-the-trenches perspective unusual in a presidential aspirant.

--Senator McCain is a genuine war hero. His effective, decades-long service in the U.S. Senate distinguishes him. His maverick stances make it clear that he is not a prisoner of dogma.

But I ask you…

If HR were running an initiative to hire the CEO of one of the biggest organizations in the world, would you consider someone with almost no experience running a large organization? Someone who’s never run a division? Never had P&L responsibility? Not likely. If you compare their résumés to any likely list of “must-haves,” all come up short in many, many ways.

On the other hand . . .

The ordeal of a campaign proves whether a candidate can survive in the glare of the presidency and command the respect of the American people. There are things it doesn’t prove, but those things may be unprovable. Similarly, witness how many CEO recruitments turn out disastrous candidates, despite the most professional procedures. There are just a lot of unknowns in both processes.

Interestingly, President George W. Bush, our first “MBA president” and the former governor of a major state, would have made the list. But according to polls, most Americans view his presidency as, shall we say, less than great.

History may well vindicate President Bush, as it did President Harry S. Truman, who was similarly unpopular at the end of his tenure. But if so, it won’t have anything to do with his MBA. Success or failure has more to do with traits and perspective than skills.

Your Turn

My point in this column is not really about politics. It is about HR, as applied to the political campaign.

Imagine that this was a recruitment initiative, and you are serving on the CEO selection committee. You’ve reviewed résumés, thought through the requirements, and you are now preparing to interview the candidates.

What would you ask the candidates if you were interviewing them for the job of “CEO of the USA,” better known as President of the United States? Please e-mail me your questions at the address at the bottom of this column, and we will print the best of them.

The ground rules:

--No more than 3 questions per reader, please.

--Make them genuine questions you would ask a job candidate to get information, not “zingers” designed to advance any political point of view.

--Selected replies will be published. If you do not want attribution, please note. Otherwise we will include your name and home city.

--We won’t print questions that are really political arguments. We’re looking for HR professionalism!

E-mail me your questions at Rbrady@blr.com and we will share the responses.