Executive interviews require adequate preparation in order to secure timely results. While interviewing methods surely differ among companies and hiring agencies, there are certain constants and aspects that are considered industry standards. These include dressing for success, along with following all interview guidelines and specifications required. While intricate and detailed in nature, executive interviews are not always as rigid and concrete as they appear.
At ExecutiveOne, we stay abreast on all the latest developments and trends in the New Zealand hiring market. As a result, we are able to effectively prepare our clients in interview protocols and overcoming common obstacles and hurdles. As industry leaders in CV preparation for Senior Managers and Executives, we are also able to lead our candidates on the right path to success in the challenging and diverse corporate realm.
Phone interviews are usually the first steps in the executive hiring process. These calls are courtesy of executive recruiters that want to screen out potential candidates and hires. Known as pre-screening interviews, these calls are mainly unexpected and often throw candidates off. If you receive an unscheduled call from a hiring manager or recruiter, you need to ensure professional responses to all questions and inquiries. As a result, there should be no noise or interruptions that reflect an unprofessional or questionable environment. If you are busy and cannot move to a quiet area, simply do not answer the call or ask the recruiter for a call back at a more convenient time.
With the digital age upon us, video interviews continue to soar in global popularity. Whether via Skype or another video chat application, these interviews are mainly for potential candidates in remote or far off areas. They can, however, still be utilized for local candidates if time is of the essence. While companies save a bundle via video interviews, these platforms also enable them to observe your body language, voice command, and especially personality. In order to secure a favorable outcome, you must be dressed in a professional manner. Maintaining good eye contact and posture, along with speaking in a clear, concise, and calm voice is also essential in establishing professionalism at its finest.
Whether at home or the office, your surroundings must look neat and professional as well. Before the video interview commences, make sure your audio and video settings are checked for optimal performance and delivery. Most of all, avoid any body language or gestures that may seem comedic or questionable when transmitted via video. While digital in nature, these interviews play pivotal and key roles in the initial hiring process. As a result, act as if this was an actual executive interview in person.
Traditional interviews are still the cornerstone for any recruitment department or hiring agency. These traditional formats entail several questions that are devised to simply find the right candidates to fill respective positions. Most traditional interviews are face to face meetings with executive interviewers or panels. Questions like “Why do you wish to work for us?” and “What makes you stand out as a good candidate?” are asked to extract candidate goals and aspirations. These questions are also utilized for screening purposes, and usually take place at executive or company offices. Several interviews may also be implemented in order to fully determine if a candidate is the right match for a specific position of offering.
Since most interviewers have years of extensive industry experience, they have conducted countless interviews over the years. This gives them the ability to process your responses as original statements or simply answers they want to hear. In order to avoid “fluff”, be honest and concise in your responses. Use the interview as platform to showcase your skills, experience, accolades, and accomplishments without sounding overly confident or aggressive.
Group interviews may seem similar to panel interviews. They are, however, very different in terms of content and approach. Group interviews include several candidates vying for either the same positions other vacancies. These interviews can span several departments and even occur at the executive levels. Most group interviews features short presentations, along with a battery of questions presented to each individual candidate. Questions for the entire group may be posed as well. To stand out from the rest of the flock, be well dresses and interact with your fellow interviewees. You also need to complete any tasks or assignments to the group, while standing out as a true leader without degrading or undermining your fellow candidates. Group interviews have several dynamics at play. In order to surpass your competitors, you must be focused and professional at all times.
Like the name suggests, these interviews are between potential candidates and several interviewers. These experts represent several administrative departments, including management, HR, operations, and other entities. These interviews are utilized to gain insight on candidates stemming from different perspectives and responses to questions. It also helps the company save time on having each department interview the candidate separately. In order to impress the panel, maintain good eye contact with all interviewers. Answer their questions to the best of your knowledge, and try to build the right rapport with each individual panelist. You also need to let the panel know how much of an asset you are in meeting company goals and project objectives within time and budget.
While not always administered, these interviews do fall within the executive interview process. The aim of these interviews is to effectively analyze and assess your problem solving skills. Companies also use these interviews to project future performances of executive candidates via their skills and past accomplishments. With these interviews, be ready to answer questions similar to “Tell me a time when a certain problem had risen and what steps were implemented in rectifying the situation?” Your answer or answers need to reflect the context of the situation, along with the steps you took to resolve the problem. You also need to highlight the positive results, while showcasing your strengths in several areas that will only increase your chances of being hired at the executive level.
Lunch interviews are usually synonymous with second of third interviews in the executive hiring process. These interviews are designed to see how you interact with the rest of the existing team. Use this time to ask any relevant questions, while observing your future co-workers and executive team. As always, use impeccable table manners and never order anything that is too costly or messy to eat. Never answer or ask any questions with a full mouth, and always be considerate of your surroundings and atmosphere.
At ExecutiveOne, we pride ourselves in helping candidates achieve desired results. From executive interview preparation to CV enhancements for Senior Managers and Executives, our highly talented and dedicated team is committed to excellence across the board. As your premier New Zealand & Australian executive job experts, we work with our clients every step of the way to help them attain success and longevity at the executive level. For more information, simply visit our website or contact us today to discuss what we can do for your executive career.