Eight Insider Tips to Ace the Executive Interview Process

Frequently Asked Questions

• How should an executive prepare for an interview with a search committee?

  Executive interview preparation should include researching the organization, the role, and individual search committee members; developing a concise opening statement; anticipating questions about leadership experience and qualifications; and preparing strategic questions for the committee. Candidates should also practice delivering clear, succinct answers and test their technology well in advance of a virtual interview. Executive search firms can further prepare candidates by helping them understand the interview format and expectations before each round.

• How long should executive interview answers be?

  Most executive interview responses should be approximately two to three minutes. This gives candidates enough time to provide a complete, substantive answer without losing focus or disrupting the interview’s rhythm. Senior leaders are expected to communicate complex ideas clearly and concisely, so the ability to organize thoughts and answer with intention can also demonstrate executive presence and communication skills.

• What questions should an executive candidate ask a search committee?

  Executive candidates should ask strategic, well-researched questions that demonstrate their understanding of the organization and genuine interest in the leadership opportunity. When possible, candidates can direct relevant questions to individual search committee members based on their roles or backgrounds. Questions about strategic priorities, organizational opportunities and challenges, stakeholder expectations, and measures of success can generate more meaningful conversation than generic questions about culture.

• What are the most common mistakes executives make during interviews?

  Even highly qualified executives can undermine their candidacy through poor interview execution. Common mistakes include overly long answers, an unfocused opening statement, excessive filler words, weak technology preparation, generic questions, and verbal habits that diminish confidence or credibility. Preparation and practice can help candidates communicate authentically while demonstrating the presence, judgment, and communication skills expected of senior leaders.

By Melania DaSilva Deaver, Managing Director

Heading into the interview process can make even the most seasoned executive sweat. When we facilitate a client’s candidate interviewing process, we do so using what we describe as the 6-3-2 process. This includes a first round pool of six candidates, a second round pool of three and a final round — with board presentations — of two finalists. Knowing where many candidates trip up and avoiding the same mistakes can be the difference between making it to the next round of your dream job — or not.

In the end, there can only be one winner in each and every search. Candidates who master the interview process tend to compete consistently, making it to the final rounds and/or winning the mandate. After conducting 30-minute prep sessions with candidates approved for each interview round, we feel confident that they are set up for success, provided they implement the following best practices:

1. Keep the opening statement brief. After the Search Committee introduces themselves, the candidate should set the tone for the interview by providing opening remarks not to exceed 3-5 minutes. Leverage this time to provide a summary overview of your career, why the role is the right one at the right time and why the client’s mission and business model appeals to you. Note: if you time your opening statement for three minutes, then you won’t exceed five minutes. If however, you time this interval for five minutes, you will likely go seven minutes or more and may already blow your chance to make a positive impression.

2. Limit Q & A responses to just a few minutes. The best candidates limit their Q & A responses to 2-3 minute bursts. This methodology allows the candidate to provide thorough and complete answers in a succinct and concise manner. Candidates who cannot crystallize their thoughts within 2-3 minutes, tend to lack — or are perceived to lack — the presence, communication and presentation skills to excel in an executive leadership role. Moreover, this communication challenge tends to disrupt the Search Committee’s rhythm, which is the death knell for any candidate. In addition to maintaining great eye contact (even during remote calls), candidates who excel in these Q&A interviews develop great rapport and tend to advance to the next stages of the interview process.

3. Do not ask this question. If you have to ask the Search Committee whether you answered a question, it is more than likely that you did not. Search Committees will never say “no, you did not answer the question.” That’s because they are trying to be engaging and pleasant and are so focused on getting their questions asked and answered that they do not wish to disrupt the flow of the Q & A process. If you believe you have not answered a question, don’t get bogged down. Rather, do better on the next questions, projecting confidence and poise.

4. **Be mindful of the “ums” and “uhs. ** Many times, candidates don’t realize exactly how many times they utter “um” or “uh” during the course of an interview. If you exceed 3-5 of these within an hour-long interview, you will potentially lose your audience which carries a penalty of not advancing to future rounds. Practice your delivery, and when you see and sense yourself projecting in this manner, revert to taking a deep breath and pausing a moment to collect your thoughts. This will help you maintain focus and concentration.

5. ** Do not use the following phrase: “That is a great question.”** Let’s presume that all of a Search Committee’s questions are good ones. By singling out one or two, you run the risk of offending those who asked the others. In addition, candidates often use this phrase as a means of “buying time” so that they can deliver the perfect answer. Eliminate this habit to stay engaged and aligned with the Search Committee.

6. **Refrain from saying “I am going to be honest with you.” **Alternatively, you can say, “let me be frank” or “allow me to be candid,” but never give your audience the sense that you are not otherwise being honest with them during the course of your interview.

7. Make sure your home technology setup is top-notch. Ensure that you have a strong WiFi signal and use a computer or tablet for online interviews. Never use a phone or take an interview in an outside setting or inside your car. These may seem like common sense suggestions, but you would not believe what we have seen and witnessed since March of 2020.

8. Address individual Search Committee members with questions. If you have done well to provide succinct and concise answers, you will likely have 10-12 minutes to ask questions of the Search Committee. Ensure that you provide strategic, insightful and thoughtful questions to specific individuals on the Search Committee. Doing so demonstrates that you did your homework, researching Search Committee members and their backgrounds. It also prevents you from asking the pedestrian “describe your culture” and “what keeps you up at night” questions that really don’t move the needle. In addition, by addressing individuals with questions, you prevent Search Committee members from having to determine who will answer your question.

You don’t need luck to excel as an interviewee. Simply be authentic and genuine in your approach. We have seen so many candidates who — on paper — should flourish, but who derail during the interview process because they are making subtle, and sometimes not-so-subtle, mistakes. By adhering to the guidance above, you will project the image that you desire and allow adrenaline to outweigh nerves. The result could very well be your dream job or, better yet, the achievement of your HCGA, Highest Career Goal or Aspiration.