The Proactive Executive

Interviews are a contrived and unique human interaction. Talking about your strengths, skills, prior positions, accomplishments, promotions, and job transitions in a one-hour interview can be daunting. In what other aspect of life are you expected to do something so structured and comprehensive in order to establish human connection? Maybe speed dating? There are obvious limitations as to how much can be conveyed in an interview. Therefore, your challenge is to communicate the information that is of the highest interest and value to the interviewer.

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There are obvious limitations as to how much can be conveyed in an interview.

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“What are the key things companies look for in interviews?” This is a question I was asked often by candidates during my years in executive search. Here are my “Top 10” selection criteria that clients look for in an interview as well as thoughts about the type of insights employers and recruiters are seeking around each qualifying criteria:

1. Position Fit. Does this person have the experience and skill base to do the job well?

2. Leadership Abilities. Will this person embrace the challenge, create a “success” plan, and excite the organization to execute? Will they (he or she) identify and take advantage of meaningful opportunities? Are they able to form a team, harness resources, and motivate others? How much oversight do they need?

3. Intelligence and Learning Agility. Will this candidate under-stand the complexities of our organization and industry? When they don’t know something, will they be able to figure it out? Does this person have the intelligence and/or “street smarts” to lead or advance in our organization over the long term?

4. Results. Will this candidate accomplish what I am bringing them in to do? Are they able to engender the support and cooperation of others? Will they remain focused on objectives and deliverables and accomplish them in a timely manner? Will they overcome obstacles? Do they have the desire and energy to go the extra mile in order to make things happen?

5. Team Player. Will this candidate be part of my team or a lone ranger? Can they work with and get along with others who are important to the operation? Is this an individual who we can rely on? Does this candidate readily provide credit to and develop others? Is this someone who will listen and receive input, ideas and suggestions from others?

6. Chemistry. Is this candidate someone with whom we can feel comfortable? Would we enjoy working with this person on a day-to-day basis? Is this someone we can communicate with easily and effectively? Do we have something in common with this potential employee?

7. Cultural Fit. Does this candidate relate to and embrace the style of how we do business? Do they share many of the same core values that have helped make us successful?

8. Potential. Does this candidate have the wherewithal to take on a larger role in our organization? How readily do they learn and adapt? Do they exhibit intellectual curiosity and inquisitiveness? Are they nimble and able to pivot when necessary? Can they continue to help us increase the value of what we are doing?

9. Interest. Does this professional really want to work with us, or are they merely out job interviewing? Are they asking insightful questions or going through the motions? Have they done their homework?

10. Value. Based on what we know about this candidate and others we have seen, do we believe their compensation requirements are in line with what we have to offer? Does this candidate offer a good and fair value relative to their compensation and what we believe this role should pay?