Revealing Questions to Ask Executive Candidates During an Interview
Wouldn’t it be great if you had a “sixth sense” that could instantly tell you whether someone was the right person for the job? Unfortunately, hiring decisions are rarely that simple, which is why the interview process remains such an integral part of evaluating candidates.
But knowing that an interview is important and knowing what to ask to assess how an executive candidate will perform in the role are two completely different things. In this article, we share some of the most revealing questions to help you uncover qualities that don’t always come through on a resume.
Q: What tends to take up most of your time during a typical work week?
A resume can tell you what an executive has been responsible for, but it doesn’t always show how they spend their time doing the job. Are they focused on strategy and developing their team, or are they more hands-on and putting out fires? Listening to how they describe a typical week can give you a sense of their priorities and where they naturally devote their time to determine if their response aligns with what you need from a new hire.
Q: What is something you have changed your mind about as a leader?
Asking this question gets past the polished answer you may get when you ask someone to describe their leadership style. Most experienced leaders have learned lessons along the way that have influenced how they manage, delegate, make decisions, or work with others. What matters is what prompted the shift and what they do differently now. That can tell you a lot about their self-awareness, willingness to learn, and ability to adapt.
Q: Tell me about a time you saw a potential risk or opportunity before others did. What did you do with that insight?
Pay close attention to what happened between the moment they identified the risk or opportunity and the outcome. Their response can reveal strategic thinking and initiative, but it can also show how effectively they influence others. Did they persuade their team to embrace a new approach, or gain support for an idea that their colleagues were initially skeptical about? Recognizing a potential risk or opportunity is one thing; turning that discovery into action and achieving a meaningful result is another.
Q: How would you describe your working relationship with your previous supervisor?
For an executive candidate, it can be particularly telling to hear how they describe working with someone above them. Listen for what they valued in that relationship and what they needed from their supervisor to do their best work. Their answer can help you understand the type of leadership they respond to and whether that aligns with the person they would ultimately report to. Also focus on how they speak about their previous supervisor overall. Even if the relationship wasn’t ideal, their response can say a great deal about their maturity and professionalism.
Q: What prompted you to consider leaving your current or most recent position?
People change jobs for a variety of reasons – some more positive than others. The answer can tell you quite a bit about what motivates a candidate and what they are hoping to find in their next opportunity. Are they moving toward something (a new challenge, more responsibility, growth), or simply trying to get away from a difficult situation? It can also help you understand what they are looking for in their next role and whether those expectations align with what your organization can offer.
Q: What type of organizational culture allows you to perform at your best?
Even a highly qualified candidate may not thrive in every environment. Listen for how they prefer to communicate, operate, and collaborate with other leaders and team members. You may also uncover a potential mismatch that isn’t obvious from a resume. Someone who thrives in a fast-paced, entrepreneurial environment may not be as comfortable in a highly structured organization with a lot of red tape. Neither is necessarily better, but understanding what a candidate needs to perform at their best can help you determine whether the opportunity is right for both sides.
While none of us may have a “sixth sense” for knowing exactly who the right hire will be, a thoughtful interview can bring you much closer to that kind of insight. A resume tells you what a candidate has done; a meaningful conversation can help you understand how they think, what drives them, and how they are likely to operate in the role. The more you understand about the person behind the resume, the better positioned you are to make a hiring decision that considers both their qualifications and their potential to be a long-term fit.
Bristol Associates, Inc. is an executive search firm with over 55 years of excellence in recruiting nationwide. Bristol specializes in recruiting for the Casino Gaming; Facility and Concession; Food and Beverage; Healthcare; Hotel and Resort; Nonprofit; Restaurant; and Travel, Tourism, and Attraction industries.
If you’re interested in working with Bristol Associates, click here if you’re an employer or here if you’re a candidate.
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