Why this matters:
A candidate who comes to the table with concrete examples is one who has done their research, is ready to join the team, and has a real appreciation for the job. You can also use the candidate’s response to gauge whether they are aligned with your company’s mission and values — helping you assess their potential culture fit.
What to listen for:
- Answers that demonstrate a firm understanding of your company’s position in the market and your core differentiators
- Answers that demonstrate a balance of diplomacy and frankness, anchored with facts and figures
Why this matters:
This question will help you figure out how a candidate leads a team and whether their method will be effective at your company. Are they autocratic, or do they to find a consensus when making decisions? Are they more hands-off when you need someone who is more participatory? And, perhaps most importantly, do they have the management experience necessary to do the job well?
What to listen for:
- An ability to clearly articulate how their preferred management style fuels business results
- An ability to adapt their style based on context and present needs
Why this matters:
The role of an executive isn’t merely to drive success, but to continually measure it and ensure that it’s providing a real return on investment. With this question, you’ll be able to assess whether the candidate has a firm grasp of key business metrics and actively thinks about what success means to them and other stakeholders.
What to listen for:
- Strong answers that cover both the bottom line and the soft or squishy metrics that are important to the candidate, like employee satisfaction
- Signs that their business values align with your company’s
Why this matters:
Executive leaders who have their eye on the company’s strategic direction will always be on the lookout for new opportunities. But they should also be highly aware of the business’s current capabilities and be able to weigh up whether an opportunity is worth investing in before they approach other leaders and stakeholders.
What to listen for:
- Examples that demonstrate that the candidate can effectively communicate the business case behind a request to gain buy-in and support
- Ideally, answers that show that the request was granted and their belief in the initiative justified
Why this matters:
Workplace conflicts are common — but if handled poorly, they can derail a team’s productivity. Executives must be able to manage and lead employees with poise and strength, garnering respect from the whole team and diffusing the tensions. Better understanding a candidate’s approach to conflict resolution will give you an idea of their ability to navigate these difficult situations in the future.
What to listen for:
- Evidence of strong conflict resolution skills, including a willingness to listen to both sides before making any judgment calls
- Strong answers that may touch on the need to discipline or even terminate employees who frequently create conflict without justification
Why this matters:
Creating positive change is a huge part of senior management and C-suite roles. New hires will have to both ideate and execute new processes and will often face opposition from stakeholders and employees. The key is to secure buy-in and smooth out any friction, rather than just hoping for the best, as this could result in negative consequences like employee turnover.
What to listen for:
- Signs that the candidate has a strong appreciation of the need for effective change management
- A proven track record of implementing new ideas successfully and helping employees understand why this approach is for the best
Why this matters:
This question screens for ambition, passion, and practicality. Hiring an executive is a huge effort, so you want to make sure the candidate is thinking about staying for the long haul. This can also help you evaluate the candidate’s knowledge of your company. Does their vision align with your company’s needs? Are their goals realistic or too conservative?
What to listen for:
- Signs that the candidate is excited about effecting positive change, both immediately and in the long term
- At least a basic action plan prepared — if a candidate doesn’t have one, they may lack the ambition and drive to excel in the role
Why this matters:
No one leads in a vacuum. Every leader finds inspiration and guidance somewhere, whether it’s from a past manager, a historical figure, or a Fortune 500 CEO. While there are no wrong answers here, the candidate’s response can tell you a lot about their management style, personality traits, and goals, helping you assess whether they’ll fit in well at your company or even bring a new perspective to the table.
What to listen for:
- Thoughtful responses that give more weight to the candidate’s reasoning than the answer itself
- Whether a candidate seems to be stating answers they think you want to hear — if they can’t justify their choice, they may lack the self-reflection needed for the role
Why this matters:
Leaders need to have a clear understanding of how they come across to others, as this has a big impact on their ability to lead effectively and represent your company well. If your candidate is highly self-aware, this may correlate with a high level of emotional intelligence — a huge asset in leadership.
What to listen for:
- Answers that demonstrate self-awareness and detail what the candidate is doing to make a more accurate first impression
- Great answers that show the candidate is able to laugh at themselves, rather than getting annoyed
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