Top Notch Executive Interviews
Book

Top Notch Executive Interviews

How to Strategically Deal with Recruiters, Search Firms, Boards of Directors, Panels, Presentations, Pre-interviews and Other High-stress Situations

Katharine Hansen
Career Press, 2009
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The U.S. National Aeronautics and Space Administration does not send anyone into space who is not superbly qualified. The U.S. Navy selects only the toughest individuals for its formidable Seals training program. The most brilliant high school students battle to win full scholarships to Harvard. Similarly, job candidates for executive positions go through a far more intense vetting process than normal employees before they get hired. The costs of hiring, retaining and losing executives is higher, so companies have to get recruitment right. For the candidate, these multiple interviews are by far the most challenging part of the process. You may possess stunning professional credentials and a terrific work record, but they won’t help if you cannot handle being on the receiving end of executive job interviews. In this valuable, information-packed – though not especially innovative – guide for businesspeople, employment expert Katharine Hansen discusses what interviewers look for in executive candidates, what questions they ask and how you should answer them to get hired. getAbstract considers this book a very practical resource for individuals who want to win top-level executive positions.

Summary

Interviewers Treat Executives Differently

Top executives must conquer a difficult interview process to get hired. In fact, major companies use a longer “interview cycle” for executives than for normal employees. If you are a candidate for an executive position, conduct comprehensive research about the firm in advance of the interview cycle and be ready to perform superbly. Your first interview (of many) is likely to become an all-day affair. Several people will want to talk with you. Work to exhibit more than mere executive competence during these interviews; show that you can take the organization to new heights. You must demonstrate vision and impress individual interviewers, sometimes including board members. Interviewers may ask you to problem-solve or work through a hypothetical assignment.

Companies work hard to develop their brands. You must do the same with your “personal brand,” which identifies you, shows your merit and explains why a company would want to hire you. Your cover letter and your results-oriented résumé, which should be filled with keywords, need to reflect this brand. Forget the Web and other scattershot job search methods. Limit your research...

About the Author

Katharine Hansen, Ph.D., is an educator, author and blogger. She is an expert in career management and the preparation of résumés.

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