It’s been a heavy week or two of interviewing for some of our candidates, who are engaging on some top executive roles with prospective new employers.
The employers (our clients) are trying hard to maintain the balance between ‘wooing’ the best people (our candidates), who are not actively looking for jobs and therefore require some good hard ‘selling’ on the part of the new company to encourage them to make strategic career moves; and ensuring that they go through a thorough process of screening and interviewing to ensure that they recruit the individual who is both the ‘best’ AND the ‘best fit’.
In my debriefing process with my clients, it seems that one of the more revealing factors in the executive level interview is the ‘dialogue’ that takes place when the candidate is given an opportunity to ask questions. You know…..that time when most of the standard box ticking has already taken place, and the interviewer passes the baton to the interviewee with an off-the cuff ‘So, do you have any questions?’.
While it may seem very ‘by the way’, it is important NOT to underestimate this part of the session – what you ask, or don’t ask can be the ultimate differentiator between you and the other shortlisted candidates. It will allow you to further demonstrate your strategic insights, your ability to focus on the priorities and challenges of the role, as well as your listening skills.
On the other hand, asking low level, pedestrian or logistics-oriented questions is just a waste of a valuable opportunity. Asking the salary question is also a bad move, particularly on a first interview.
And an absolute, definite, ‘you lost the job before you got out the door’ no-no, is to respond to the ‘do you have any questions’ invitation with a ‘no thanks’.
So just ask something….anything…. as long as it’s not stupid, ok!
