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In a Forbes article, George Bradt noted which three interview questions executive recruiters agree are the only true indicators of strengths, motivation and fit.
1. Can you do the job? (strengths)
2. Will you love the job? (motivation)
3. Can we tolerate working with you? (fit)
Regarding fit, Kevin Kelly, Heidrick & Struggles CEO, made the point:
“40 percent of senior executives leave organizations or are fired or pushed out within 18 months. It’s not because they’re dumb; it’s because a lot of times culturally they may not fit in with the organization or it’s not clearly articulated to them as they joined.”
Bradt suggests that, in preparing for interviews, job seekers should be ready to provide examples illustrating their strengths, what motivates them about the company and the position, and what makes them a good fit in terms of their own preferences and the company’s needs.
To pinpoint those examples and develop value proposition stories around them, read my post, Storytelling Propels Executive Branding and Job Search.
Prepare to Ace & Brand Your C-level Executive Job Interview
How Good Is Your Executive Brand Elevator Pitch?
Executive Interview: What Questions Do YOU Ask?
photo by tj scenes
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Marvelous set of articles. Insightful, brief and to the point. Good reminders of what exists and needs to be in place, even after you’re employed.
Meg Guiseppi says
Beatrice, many thanks for your kind comment! I hope my post was helpful.