Often C-level executives are so accustomed to being on the “hiring” side of the table, that their perspectives are skewed when they are sitting in the job seeker’s seat. The following eight points are very important to most recruiters and hiring managers. These points are broken down into three parts – the critical issues, relative questions and what the answers verify. A candidate’s answers are weighted in each section and, based on final score, could move you forward in the interviewing process or not.
Leadership of Teams
Describe the size and scope of teams you managed and how these related to the organizational chart.Give me a concrete example when you led teams to achieve difficult tasks.Verifies candidate’s team leadership abilities, track record of leading cross-functional teams, and ability to build and motivate others within an organization.
Similar Success
Please share a significant achievement that you had during your last position (they will probe for specific details: dates, people involved, issues, steps taken and results).Tell me specific examples of your performance vs. expectations.Verifies track record of meeting and exceeding similar expectations, examples and details that will be checked with reference’s responses, and supports documentation of performance provided in resume or other candidate documents.
Adaptability
What were the major obstacles you have encountered in past positions?What resources were available to help you and others adapt to challenging issues and circumstances?Verifies ability to adapt to new situations, and clarifies key differences from prior environments and cultures. Also verifies if candidate is able to assist others with change.
Flawless Execution
Describe in detail how you were able to achieve success and meet expectations for a past position.Provide solid examples of the execution on difficult projects.Verifies whether candidate consistently met or exceeded execution expectations, as well as ability to learn, adjust and compensate to consistently deliver flawless performance.
High Initiative & Self-Motivation
Provide an example of how you took initiative to produce results.Did you proactively meet or exceed the needs of the job?Verifies initiative and whether self-motivation is strong enough to meet needs and if the candidate went beyond the call of duty.
Personality & Style
Whom did you interact with on a regular basis?Were you well-liked by team and other employees?Did you develop strong relationships with others?Verifies scope of influence within organization, including management, how well candidate got along with others, and communication style and rapport within organization.
Cultural & Team Fit
Please describe the company culture and environment at last position.Abilities to work in fast-paced, entrepreneurial, corporate, or laid-back environments.Verifies comparison of previous company cultures and assesses appropriateness of fit with prospective employer.
Work History & Education
Tell me about your background, positions and reporting relationships.What are the highlights from prior employment?Verifies background and years of past experience as it relates to the open position, as well as levels of responsibilities and future promote-ability.
When recruiters and hiring managers check references these questions are often asked of the people on your reference list. Not only do you need to be prepared to address these major points and questions, but you need to make sure the people on your reference list are aware of what they may be asked to verify on your behalf.
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