This study examines if, and how recruiters identify and assess trustworthiness in potential leaders. This could benefit less experienced managers in the tools and methods they could use as well as the traits that should be focused on in order to find trustworthy leaders. By recruiting trustworthy leaders, team performance and organizational result could both increase.

Five managers were interviewed in the Swedish industrial sector regarding theirleader preferences during recruitment. The analysis of interview transcripts was conducted using a thematic analysis approach. The study draws on the theoretical perspectives on trustworthiness in leadership presented by Willink & Babin (2017) to provide a conceptual framework for interpreting the empirical evidence. 

The theoretical perspectives emphasize the importance of trustworthiness as a key leadership trait and outline the characteristics that leaders should embody to foster a culture of trust. The analysis of interview transcripts focuses on how recruiters recognize and evaluate leaders who demonstrate transparency, authenticity, reliability, and the four aspects of successful leadership identified by Willink & Babin (2017): ownership, belief, ego management, and recognition that there are no bad teams, only bad leaders.

The empirical evidence collected from the interview transcripts provides valuable insights into the recruiters' perspectives on leadership qualities, particularly in terms of trustworthiness, and the methods they use to assess potential leaders. The thematic analysis identified four main themes: (1) Key leadership traits, (2) Personal Experiences Shaping Leadership Preferences, (3) Techniques for Assessing traits during interview and (4) Assistance, tools, and work methods for assessing candidate’s traits. 

By examining the empirical evidence through the lens of the theoretical concepts covered in the theoretical framework and the identified themes, it becomes apparent that traits related to trustworthiness are sought after by the studied senior managers. The managers' emphasis on trustworthiness related traits, such as communication skills, empathy, and integrity, aligns with the principles of authenticity, self-awareness, and reliability discussed in the literature.

The study highlights the significance of identifying trustworthy leaders and the challenges that recruiters face when selecting candidates who possess these traits. The findings have implications for organizations seeking to enhance their selection processes and improve their ability to choose future leaders who will foster trust within their teams and contribute to the growth and success of their organizations.