Tactics For Optimizing The Interview Time During Executive Search

1
Tactics For Optimizing The Interview Time During
Executive Search
Tel [phone] simon-wan_at_cornerstone-gro
up.com
2
Tactics For Optimizing The Interview Time During
Executive Search

• The most difficult aspect of the entire
  recruitment process is accessing the suitability
  and competence of the candidates for a crucial
  role in a 60 minute or so job interview.
• It is important for the person conducting the
  interview to utilize this time in the most
  effective manner to make sure that the candidates
  can handle the responsibilities and challenges of
  the job post in a highly efficient manner.
• According to the professionals from the leading
  executive search firm China,

Tel [phone] simon-wan_at_cornerstone-gro
up.com
3
Tactics For Optimizing The Interview Time During
Executive Search

• the interviewers can achieve both of these
  objectives by considering the below discussed two
  key interview preparation aspects.
• Creating A Checklist Of Key Interview Questions
• The interviewer needs to focus on parameters that
  define the evolution of the responsibility,
  autonomy and performance level of the candidates
  within the organizations that they have to spend
  a considerable time working with.

Tel [phone] simon-wan_at_cornerstone-gro
up.com
4
Tactics For Optimizing The Interview Time During
Executive Search

• This can be ensured by asking the right questions
  that are likely to help the interviewers gain a
  deeper understanding of the candidates.
• The questions should focus on enabling the
  interviewers to explore the values and
  decision-making capabilities of the candidates
  and access whether or not they fit culturally
  well with the organization.
• Having a checklist featuring the below mentioned
  key questions can make the task easier for the
  interviewers.

Tel [phone] simon-wan_at_cornerstone-gro
up.com
5
Tactics For Optimizing The Interview Time During
Executive Search

• Have the candidates been shaping their career
  growth by actively seeking new opportunities both
  within and outside their current organization?
• How well have the candidates survived the
  organizational restructuring, any mergers or
  acquisitions and decentralization or
  centralization activities?
• What is kind of legacy the candidate has created
  in the current organization and how has he
  impacted his peers and contemporaries?

Tel [phone] simon-wan_at_cornerstone-gro
up.com
6
Tactics For Optimizing The Interview Time During
Executive Search

• Are there any gaps in the candidates resumes and
  if so what are the reasons for the same?
• What is their reason for seeking the offered job
  and how well they understand the roles and
  responsibilities associated with the same?
• What is the leadership, management and customer
  engagement style of the candidates?

Tel [phone] simon-wan_at_cornerstone-gro
up.com
7
Tactics For Optimizing The Interview Time During
Executive Search

• Awareness Of The Key Factors That Define An Ideal
  Candidate
•  
• In addition to asking the right questions, it is
  also important for the interviewers to be aware
  of the various factors that define an ideal
  candidate for a specific job role.
• According to the experts from the best executive
  search firms in China, this prevents the
  interviewers from trying to shoehorn the wrong
  candidates into a job role that is not suitable
  for them.

Tel [phone] simon-wan_at_cornerstone-gro
up.com
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Tactics For Optimizing The Interview Time During
Executive Search

• It also eliminates any chances of creating
  recruitment stereotypes, which might prove
  detrimental to the organization in the long run.
• Given below is a list of the most important
  factors that can help define an ideal candidate
  for a job position.
• Learning about whether or not the candidates feel
  comfortable with the reward structure followed
  within the organization.

Tel [phone] simon-wan_at_cornerstone-gro
up.com
9
Tactics For Optimizing The Interview Time During
Executive Search

• The minimum time gap the candidate would require
  for starting with the new job and the expected
  response of their current organization towards
  their departure.
• Any restrictions that the candidates might have
  about specific aspects of the job such as
  travelling, work hours and other similar issues.
• Gaining information about whether the candidates
  are negotiating with other employers or
  consultants and for what roles.

Tel [phone] simon-wan_at_cornerstone-gro
up.com