Executive Job Interview Tips: 3 Keys to Getting a Senior Role
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Executive Job Interview Tips: 3 Keys to Getting a Senior Role


Hey everyone, it’s Andy with this week’s Tips
for Work and Life. I’ve got a great one for everybody but especially
the top brass, those executives who are searching and job interviewing. I’ve got three keys to getting that senior
role. If you are a junior or mid-level resource,
if you can do these three things, I promise you’ll get hired. If you are an executive or a senior manager
or a director or somebody at that level, you won’t get hired unless you do these three
things. Let’s talk a little bit about it. Think about what’s happening when you’re job
interviewing. You go in there, you’re exchanging information. You’ve got to have the right responses to
their questions. You’ve got to have good questions that you’re
asking. You’ve got to have the right background. You need to impress. When you’re at the junior and mid-levels,
that’s usually good enough, but when you’re at the senior levels it simply is not. There are three things you absolutely must
do, so let’s roll. Number one, you need to get the interviewers,
likely the senior interviewers, and the company thinking into the future. If you can’t get them to imagine what their
life will be like and what their company will be like with you there, you’ll never get hired. You can have a great background. You could have been there, done that. That’s great, but if you can’t shift their
mindset to thinking you’re serviceable as opposed to you’re going to catapult them forward
you’re not going to get hired. One of the easiest ways to do that is to shift
the discussion from your background and your credentials, which you will review undoubtedly,
to the future. What are their goals? What are their ambitions? Where do they see the company going? What exactly do they want to accomplish? Then you need to articulate how exactly you
would do it to take them there step by step and walk them through what the future could
like with you “and here’s what I would do, then I would do this, and then I would do
that.” You need to make sure that in your responses
to their questions or in your line of questioning, when you get a chance to ask questions, that
you’re asking that about their future goals, and then make sure you articulate specifically
how you’re going to accomplish that. That’s number one. Number two, leaders are inclusive and they’re
inspiring. You are the high tide that has to lift all
the boats. Right? Leaders build more leaders, they don’t build
more followers, so how are you going to show them that you’re great at inspiring, you’re
inclusive, you’re great at building teams. They’re probably going to ask you questions
about how you’re going to build your team and that’s great, but I’m talking about giving
them that deep, good feeling that having you there is going to inspire everybody and that
you actually are inclusive and that you’re a great person to work with. One of the best ways to do that is … Now,
think about your job interviewing process. A lot of these very senior-level interviewing
processes they start with senior people up front because you don’t want to waste anybody’s
time, you’re trying to get a feel for each other. Then you have a middle part to it that has
a lot of other people. You’re probably interviewing with colleagues,
potentially internal customers, maybe some of your staff, and so on. At the end, you revisit or visit for the first
time with a lot of the senior folks. Along the way, you’re going to be able to
gather a lot of information and you’re going to be able to talk to a lot of people. One of the best ways at the end to show that
you’re extremely inclusive is to make lots of references to the other people and the
insight that they brought up. For example, “Hey, Mary Jane said, when I
was talking to her she said something about this. It really struck me. I love that idea. Hey, Mr. Executive Man, I’d love to get your
perspective on this as it relates to something else, something greater, something more grand,
a deeper level of insight.” If you can include a number of references
to other people in the organization and the good conversations you’ve had with them, what
you’re doing is you’re planting seeds in the interviewer’s mind that you are an inclusive
person, you’re interested. They can start to see you as part of the team
working with the other people who you’re referencing almost like you’re already there. That’s another way, this is also a great way
to also get them to look into the future by making references to other people that you’ve
interviewed with, ideas they’ve come up with, your thoughts on them, and getting additional
insight from the senior executives in the company. That’s number two, make sure your inclusive
and inspiring. Number three, you’re going to get a chance
to ask questions throughout your interviewing process. In some cases you might be asking them along
the way through the interview, in other cases you’re going to be asking them at the end,
but one thing that you absolutely need to do in addition to asking great questions is
you need to make sure that you do not ask questions, however awesome they are, that
lead to a dead-end answer because if they lead to a dead-end answer you’re a dead end. I’m talking about you ask a great question,
they give you an answer, and then you’re moving on to the next question. That’s the big mistake. The message that you’re sending to them is
that you are a puddle skipper. You are not somebody who’s digging deep to
get information, collecting it all. You’re not well-researched, you’re not digging
deep enough to get the information that you need to make a good decision, and now they’re
starting to imagine you as an employer there and you’re working with the people in your
group or other units and you’re not digging deep enough. If you have follow-up questions and you start
to drill down in your line of questioning, that sends the message that you are well-researched,
you’re thoughtful, and you’re making sure that you’re getting all the information that
you need to make a good decision. It also sends them the message that when you’re
working with your staff you will make sure that you’re getting all the information to
make good decisions. That is something that they want so that when
they give you the autonomy to run your unit or run your division or whatever it might
be they’ve got confidence that you’re going to be a great researcher, you’re going to
get that information, and you’re going to make well-educated decisions because you’re
informed as opposed to people who skim the surface and oftentimes make great mistakes
and make bad choices because they didn’t have all the information. There you have it, three biggies. Number one, you got to get them to thinking
in the future, number two you’ve got to get them to feel you’re inclusive, and number
three you’re asking questions that have follow-up questions to show that you’re well-researched
and that you’re great at getting the information you need to make executive-level decisions. Those are three great points. If you want more insight on how to do all
three of those, I’ve got two great resources for you. One is an e-book. It’s called Ace Your Job Interview. I give it away free. It’s mastering the best responses to the 14
most effective job interview questions. There’s also 43 variations of those questions
in that e-book, so you’ll have a great resource to anticipate the types of questions that
you’re going to have to address so your responses will be great. I also have a fantastic webinar. It’s a solid hour of teaching. It’s also free. It’s called Three Keys to Ace Any Job Interview. The participants, the attendees get a couple
of great e-books, one of which is How to Interview the Employer, 75 great questions to ask before
you take any job so you will have loads of questions to choose from and really help catapult
your researching and your prep as far as asking them questions. I hope you take me up on those. There’s links in the description. If you enjoyed this video, give me a like,
a comment, and a share. You know I love your circulation and I love
your help sharing my message. If you’re watching this anywhere other than
my YouTube channel or my Tips for Work and Life blog, hop over to the blog, I’ve got
loads more content on these and other subjects. Until next week, have a great one.

About Ralph Robinson

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81 thoughts on “Executive Job Interview Tips: 3 Keys to Getting a Senior Role

  1. Hey Everyone, This video is now open for business! I hope you enjoy it! Let me know your biggest job interview struggles. I'm happy to help and wish you lots of luck in your interviews!

  2. Thank you Andrew! This is great advice. Do you also have recommendations for updating my resume when applying for senior level roles? I have a lot of experience and want to take my career to the next level.

  3. Thank you Andy!! This is really great information, especially as I enter back into the job market.  Looking forward to learning more about it.

  4. Wow, this is impressive. I need to incorporate this approach (3 must-do's) the next time I interview. I can see it being very compelling for an interviewer.

  5. Thanks Andy – as always, great advice! In particular, your guidance on steering the discussion to be future-focused is right on. I think it's especially true in the use case where employers use a Performance Based Interviewing approach (because they are focused on past accomplishments as future indicator of performance)…instead of focused on the value that you can bring them going forward!

  6. Excellent video. Stumbled across it while researching something else. I'm at a level now where the next step will be senior or potentially executive and I have wondered how I should be framing my answers. Fantastic advice.

  7. Thank you so much for this. I am not applying for an executive position but simply an office manager role and being prepared is always #1 for me. the information you gave out in the video is definitely useful in any situation but prepares you to be a professional. I love it!

  8. This is great! This completely reinforces what I've learned and ultimately got me hired in the past! Thank you for posting.

  9. Great help. Thanks.
    Is there any way we can get to know the reason of not getting the offer so we can improve on that part?

  10. This is really great advice. I do have one question though. A lot of what I have looked at (in general) assumes the candidate is applying for a permanent role. As a contractor, I am hired to go in to a role, perform to a specific requirement and then I move on. The hiring manager is not looking for a long term investment in me, just if I can deliver very quickly on their immediate need. Do the 3 key tips need to be adapted for contract roles or are they applicable to both contract and perm? (Would really like to see some clips focused on applying for and securing contract roles, if you have any).

  11. Thank You for the info I'm being interview for a Sr leadership. And not sure of the question to look forward too. Now it make sence to me Thx u

  12. Hi, although my native language is not english, I have sincerely liked these tips that you have presented, they are very interesting and very useful. Now, if I have not missunderstood, you mentioned that there were some link to access to the e-book called ACE YOUR JOB INTERVIEW and a link for the hour of teaching, THREE KEYS TO ACE ANY JOB INTERVEW, but these links don`t appear here. So, would you please point out those links?. Thank you so much.

  13. hi andrew i am in the final stages of my interview with the stakeholder for my department . I am applying for a senior role, spoke to colleagues, hiring manager and the director for the position. What should i do in this final interview with this stakeholder?

  14. Excellent video! Another aspect to addressing being inclusive is excitement. I have gone through interviews where my excitement and energy for the other interviewers and the future was just not as there as it could have been.

  15. great help to make thinking if you sit another side of table at the time interview…Thanks Andrew….
    I have 1 question…After multiple level of interviews candidate reaches to interviewed with Business unit head and after discussion candidate agreed on salary what he expected, Now final HR interview candidate become greedy asking more salary ……. what would be consequence… what is best way …

  16. I have a phone interview in 20 min for GM Hotel. Only little AGM exp but have over 15 yrs hotel exp from all over N. America…wish me luck!

  17. Good Advice. I have an interview tomorrow with the CEO and the COO. So the information given was good however I feel like I did all of those things today…One of the interviewers today was MD. She advised me to just be myself and do what I did today which was most of what you explained in your video. Thanks.

  18. Hey Andrew. I have an issue with the second point. 
    I don't feel comfortable telling the interviewers how I will get the company into the future because I will be giving my ideas away. Thoughts?

  19. Thank you much! I am interviewing for an executive position for the first time and I have found this video really helpful.

  20. Great as usual to lead us to the right way to improve our self I saw this video more than one time to know, digest the idea and to increase my chances to win something with my next career

  21. Thought provoking and greatly appreciated. Thank you for posting. I will investigate your website and subscribe.

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