It's not every day I get a chance to speak with management author Marshall Goldsmith, nor is it often that I can get the unvarnished views of executive talent management from such a learned business builder.

Seizing the opportunity, and asking Goldsmith to draw some executive interviewing best practices from the lessons uncovered in his new book, MOJO: How to Get It, How to Keep It, How to Get It Back If You Lose It, I wasn't disappointed.

Goldsmith suggested that corporate talent officers and executive recruiters try to get to the bottom of the executive psyche and motivators for a career change by asking, 'What was most meaningful about your past work? What made you most happy in your career? And what kind of work and responsibility would be most meaningful in your next role?'

The author says experienced interviewers can typically pick up on the enthusiasm that lights up candidates' eyes when they talk about the life- and career-changing experiences they've had during their careers. In this particular instance, body language and vocal tone reveal a tremendous amount that may effectively predict whether a candidate will feel fulfilled, excel and stay in a new leadership position long enough to have the desired business impact.

Conversely, Goldsmith generalizes, anyone who lays a bum rap at the feet of former employers and managers is harming himself or herself with what he termed a "death knell in the interview." If people can't get over past career disappointments and spend precious interview time looking to the future, they may have difficulty accepting what is and may, in the future, criticize your organization if they don't get the right career satisfaction.