Guidelines For Optimizing The Interview Time During Executive Search And Recruitment Process

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. 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.

• • 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?

• • Are there any gaps in the candidate’s 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?

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. 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.

• • 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.