15 Outstanding Executive Interview Questions

As an executive search firm, we are constantly asking questions to help us connect the dots between an arrangement ’ s leadership needs and an person ’ south leadership capabilities. The summons of hiring to achieve the best possible consequence for every role begins long before the interview process .

Here are a few executive interview questions you need to ask yourself before you start talking to candidates:

1. Is my company crystal clear in its purpose and values, and who in my company will serve as the culture evaluator during the interview process?
2. Has the hiring manager collaborated with multiple stakeholders to establish a clear vision for the role and the image of what success looks like when the right person is added to the team? ( note : if you are still thinking of your hiring process as filling the exposed box near the crown of the org chart using yesterday ’ s job description, you have work to do )
3. Do you know what the most important leadership traits look like for your company? Our clients have constantly asked us for Relentless Learners, People/Colleague Developers, and Results Drivers. Yours may be unlike, but these have systematically come up for us over the past 4 years.

once you have absolved answers to the questions above, you can begin your outreach and conjunction work. Your goal when you get to an in-person interview stage is to spend time with as few, highly aligned candidates as possible. Your clock is valuable. Their time is valuable. Make sure your initial screen process is indeed impregnable that only the best of the best make it to the in-person consultation phase .
At Y Scouts, we focus on 3 main areas when interviewing C-suite and early senior level leaders :
1. ) Purpose and Values
2. ) running Expertise
3. ) exceptional Leadership Traits .

Below is a sampling of 15 executive interview questions and the logic behind each related to Purpose, Values and Leadership Trait discovery.

( functional Expertise questions should be specific to the achiever outcomes you ’ ve defined in the Role Visioning Process )
1. If you were going to teach a college course, what course would you teach?
This question helps us understand the subjects the interviewee cares most deeply about, and besides provides penetration into where they feel their strengths lie .
2. What leader or leaders do you look up to and why?
This question helps us understand their leadership style. If the candidate is a huge sports fan of Jack Welch for model, and the company we represent has a collaborative culture, it ’ s a good data point that might suggest misalignment in culture and values .
3. What is one truth you believe in that most people disagree with you on?
This interrogate helps us learn a fortune about the campaigner ’ mho impression system and whether or not they are uncoerced to challenge the status quo .
4. What’s one assumption people make about you that is dead wrong?
This motion helps us understand if the candidate has a high gear degree of self-awareness. It ’ s a great indicator of emotional news – does the person in truth know how they affect people around them .
5. Who is your mentor/s and what recent challenge/s have you sought their advice for?
This question helps determine if they have a ‘ go-to ’ person outside of their caller. It highlights their indigence for avail or guidance, which can be an index of a desire to learn and grow .
6. Tell me about a time when you had to make a tough business decision that supported your company’s purpose, but may have had a negative, short-term financial impact.
This interview helps us get a sense of the leaders commitment to the mission or function of their former company and how bequeath they are to make the hard decisions leaders have to make when faced with the tradeoff of staying true to the company mission/purpose or deciding to pursue short-run interests.

7. Tell me about a time you broke a rule for an employee.
This wonder helps us understand the candidate ’ south people predilection. We specifically focus on employee handbook type rules, not condom, risk, or other rules that should never be broken. If they ’ ve never broken a predominate for an employee, chances are they don ’ thyroxine deal well with ambiguity and look at the global identical black & ashen .
8. If you could go back and give your 21-year old self a valuable piece of advice, what would you say?
This doubt helps us understand the depth of a campaigner ’ sulfur introspection and observation ability .
9. As you think about your career, who is a team member you had a huge impact on and what are they doing today as a result of your leadership?
This wonder helps us understand if the candidate has a specific narrative about person they coached/mentored/developed and the details of what that person is doing today. Specificity is the key here – details, and lots of them .
10. If you could work on solving any problem in the world, what one problem would it be?
This wonder provides insight into the remainder in the world they want to make and possibly an indicator of their on-key passion. Is it aligned to your caller ’ s mission and purpose ?
11. What is your leadership philosophy?
This question is intentionally undefined. Most leaders will answer this interview in a manner that demonstrates their kernel values or the manner in which they lead .
12. What’s the one mistake you’ve made in your career that you wish you could go back and fix?
If the candidate international relations and security network ’ metric ton able to share a specific history, keep looking. Every drawing card has made a error .
13. Tell me about a contentious situation between colleagues you’ve had to resolve. Specifically, how did you work through the tension?
This question helps us understand the candidate ’ s approach to conflict resolution. Again, specifics matter .
14. What specific mental, physical, emotional and/or spiritual activities do you engage in to keep yourself operating at your optimum level?
This wonder reveals the campaigner ’ s approach path to their overall wellbeing .
15. What are you learning right now?
Every campaigner should have at least one immediate solution to this question. If not, be afraid.

If you ’ re ready to supercharge your leadership search and get the correct person in your organization, please contact us. If you ’ d like to share some of your darling executive interview questions, we ’ vitamin d love to plowshare them with our Leadership Community .
You may enjoy these executive degree posts about interview questions :
// 15 High Level CTO Interview Questions
// 15 Exceptional CIO Interview Questions
// 15 incredible CFO Interview Questions
// 15 Amazing CMO Interview Questions
// 15 Extraordinary COO Interview Questions

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Category : interview

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