Korn speaks about the search for a chief executive office of an enterprise. His 12-point list when looking for talent:

1. Does the candidate have a concept of leadership?

2. What is the candidate's record?

3. Does the candidate have good communication skills?

4. Does the candidate have a desire for that position?

5. Does the candidate have the ability to build and create profits and people?

6. Does the candidate have line operating experience?

7. Does the candidate have marketing experience?

8. Does the candidate have a clear corporate strategy?

9. Does the candidate have experience with corporate finance, especially with mergers and acquisitions?

10. What is the candidate's record in developing promising executives?

11. Does the candidate have a clear self-image?

12. What are the reasons this candidate have to be the person rather than an internal candidate?

Things he looks for to rule out a candidate are:

1. Evidence for what the candidate has told Korn about themselves

2. Does the candidate have a strong negative attitude toward their current employer? He says the best candidates are only searching for a new position due to the lack of upward mobility.

3. Are there personality clashes of interest at stake?

He says, for the most part, the past track-record is the best indicator of future success.