When hiring for the C-suite, it’s important to understand that candidates are interviewing you as much as you’re interviewing them—and the impression you leave matters. A resounding 83% of candidates say that a bad interview experience will deter them from pursuing a role or company they initially liked, while a positive experience increases the likelihood of offer acceptance by 87%. Today, we’re sharing 5 executive-level interview tips to ensure both parties walk away feeling satisfied and prepared to make an informed decision:
Create a Dialogue.
The ideal interview is a balanced conversation, so rather than rattle off a list of hard-hitting questions, we recommend a more conversational approach. Set the tone with a casual icebreaker and use any organic discussions that arise as an opportunity to build rapport.
Showcase Your Genuine Personality.
Senior leaders appreciate (and can recognize) authenticity, and when you show up to an interview as your true self, you increase the likelihood that your candidates will too. In an increasingly automated world, human connection is key, and a genuine interaction will provide the greatest opportunity to assess whether a candidate is the right fit for the position.
Be Upfront about Challenges.
A shocking new study revealed that 70% of hiring managers lie to candidates, and that includes hiding negative aspects of the job. While that unethical “strategy” might boost offer acceptance in the short term, being fully transparent is the most effective way to secure a long-term leader who is eager to tackle the specific challenges of your role.
Leave Ample Time for Questions.
An HBR study found that candidates who felt rushed during interviews were 30% less likely to pursue the job further. When conducting executive-level interviews, reserve 20-30% of your time for candidate questions. Not only does this demonstrate your respect for their interests and concerns, but it also provides you additional insight into what is most important to them.
Follow Up Early & Often.
Roughly 40% of job seekers have been “ghosted” after a second or third-round interview, which is both frustrating and damaging to your employer reputation. Even if it’s merely to say that you need another week to finalize your decision, be diligent about making sure all candidates know exactly where they stand in the process.
