: Executive Career Briefcase

Career Advice & Articles

Interviewing for the Top Spot

There's no doubt about it: The interview is one of the most - if not the most - critical parts of the job search process. Fortunately, there is no shortage of on- and off-line advice about how to successfully navigate these meetings. But if you're looking to come aboard as one of the "first officers," do you need a different kind of compass?

The short answer is yes - and no. The basic premises still hold true, but you need to take them up a notch to qualify for the top spot. Above all else, firms seeking executive talent are looking for experience and creativity. Whether they're trying to fill a critical operational role or bring in an experienced consultant to advise senior management, companies want candidates who can cut through the clutter and present a clear picture of why they're the right fit for the position.

Sometimes this means making intangible qualities - such as leadership and vision - tangible. And, sometimes it means providing the right answers before the questions are even asked. Here are a few guidelines for making an executive-level impression:

Do Due Diligence
Almost every set of general interviewing tips advises candidates to research a firm before meeting with a hiring manager. And if you're seeking a senior-level position, this is more than a good idea - it's expected. Get to know the bottom-line issues facing a potential employer well before the interview and develop innovative solutions and approaches. The more you know about a company's strengths and weaknesses, the more sophisticated a strategy you'll be able to suggest. Also during your reconnaissance mission, try to find out about the underlying corporate culture so you can show your understanding of the company's "unwritten rules" and internal dynamics.

Focus on the 'Big Picture'
Firms pursuing executive candidates are looking for Big Picture thinkers. Though a top-level position or senior consulting project may be centered on well-defined responsibilities you'll need to demonstrate you understand the greater context - how your decisions or actions would impact the bottom line and the company as a whole. Articulate your vision clearly and succinctly. Offer ideas on how to revitalize - or perhaps further capitalize - on the strengths of a particular business unit. Talk about your philosophy on leadership and provide specific examples of how you've motivated a team. How did your efforts energize the company?

Communicate with Confidence
Interpersonal skills are an asset in any job, but for executives, communication is the cornerstone. Such skills as diplomacy and persuasiveness are key to building the relationships executives need to gain buy-in for their ideas and suggestions. In an interview, discuss your ability to bring together people from all corners of an organization to work toward a common goal.

Much of what can make or break your interview revolves around these intangible, or "soft" skills. Your hands-on knowledge and experience may be a given when being considered for an executive position. Top level positions demand a hard-to-describe professional image or "polish." But, if you come off as arrogant or overly aggressive - even if you offer first-rate credentials - there may be doubts about your ability to direct a team and work effectively with top management.

Make Every Contact Count
Remember that your interview doesn't begin and end inside the hiring officer's suite. Literally anyone you meet at the site of a potential employer can have an influence on the final selection.

It's not unusual for a decision-maker who is impressed with an executive candidate to introduce him or her to scores of other people during the interview process. Your ability to interact well with employees at all levels will be observed. An individual who shows a lack of interest or respect for potential staff members or colleagues can jeopardize his or her chances of being selected. Even if the hiring manager is delighted with you, a negative impression left with just one employee - from a line manager to an office receptionist - can be damaging. From your first phone call to set up the interview to the last person you see on your way out the door, try to win over everyone you meet.

Uncover the Decision Makers
In most cases, the interviewer will not be the only person who needs to be sold on your credentials, qualifications and charisma. There may be other interested parties - such as members of the board of directors or representatives from a venture capital firm - who will want to know that the new executive on the block can make a positive impact. Tap your network contacts to find out who may be involved in the hiring decision. In the interview, be sure to build a convincing case that will impress these potential swing-voters, even though you may not meet them face to face. Mention any ties you have to community organizations with which they may be involved. And reinforce the bottom-line effects of your business savvy and experience. Often, your interviewer will be the one to "sell" you to the others, so be sure to help him or her build an airtight case for support.

Selecting an executive is rarely an easy task for a company. The decision typically requires the consensus of the current senior management team, and, more frequently, approval from staff members at other levels. By making a strong and positive impression on all of those you encounter, and convincing them that you have the vision, polish and personal touch necessary to lead and inspire others, you strengthen your chances of landing the top spot.