Quote:
Originally Posted by Cleveland Steam Whistle
Yes, people often forget that in an industry like this, when evaluating candidates for a role like this, anyone Burke was "considering" he already knew / had exposure to the following:
- Their track record in roles (pretty public knowledge what they've accomplished, and even easier for those in the industry to know even more details about it)
- Likely have had dealings with this person already, know what he's like to deal with and how good he is at his job.
- Likely have lots of feedback already on him from the small Peer group of NHL executives.
It's not a job (even a management job in our everyday world) where you actually need to go through the full interview process to really understand what candidates have accomplished and how it compares to the other candidates you are considering. You know all that going into the interview, and the interview is likely more about, what else can you tell me, how do I think you'll fit into the organization and give me some thoughts on what you think the Flames should be doing based on what you know.
If the candidate hits the check marks on all of those, you hire, you don't need to hear from the other guys, especially if this was the guy who was top of your list all along based on resume. You don't risk losing him to Van or elsewhere if he comes in answered the will he fit in questions.
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Don't forget that the hockey world is ultimately pretty small. These guys all know each other personally, through others or through reputation. Treliving's reputation must've been known to Burke so when he comes in and talks about a vision for the future that meshes with what Brian wants then the decision is a pretty easy one for Burke to make and does not require endless rounds of interviews with other wanna-be candidates.