How to give yourself the edge in the executive recruitment process.

How to give yourself the edge in the executive recruitment process.

Most Executive recruitment processes are quite thorough and generally take a lot longer than a contingent recruitment process. Candidates for these processes will either come from a direct approach, network or through advertising. Here are some tips about what to expect throughout an executive recruitment process. 

Writing a winning cover letter and resume 

The possibility of landing your next dream executive position increases significantly if you take time to go through the selection criteria surrounding the role as well as the company in question. For starters, you need to understand that employers rely on key selection criteria to compare multiple applicants across different parameters. 

Go through role-specific requirements carefully and determine just what the employer needs. You can find these in the ad detail or in the position description if available. Try to carry out research about the organisation you plan to join. Refer to any publically available annual reports. Use the information you have to create a role-specific application letter and resume by highlighting relevant skills and achievements. Break it down into easy-to-read bullet points where possible. 

The questions that may be asked

Questions that may come your way during an interview for an executive-level position are expected to be met with clear concise examples, ensure you articulate yourself and don’t go off track or try and control the conversation. 

Questions in an executive interview may include:

• Your existing role and responsibilities
• Achievements
• Leadership qualities
• Your motivation and what you understand about the role and company
• Technical know-how (if applicable)
• What type of culture you would like to be a part of or lead
• Adaptability
• Career expectations
• Personal background

Use the STAR method

When you’re answering questions during an interview, use the STAR method to frame your responses. Begin by explaining a Situation by using a real-life example. Details about the Task you had to accomplish follow. Information about the Action you took comes next. You sum your answer up by highlighting the Result. This method lets you provide credible and relevant answers, thereby increasing the possibility of your selection. 

Why Written Assessments

An article in Harvard Business Review suggests that written assessments are used for more than 70% middle management positions. For senior-level positions, the number increases to around 80%. The article opines that it is expected to climb. 

Written assessment tests for executive-level roles give employers the means to narrow down on suitable candidates based on specific selection criteria. The process also allows organizations to weigh leadership factors against core competencies in order to find the right fit. A typical written assessment for an executive role will touch upon criteria such as competency, aptitude, and attitude. This is because these qualities are indicators of performance and cultural fit. In some cases, they will ask for you to provide examples and scenarios of your experience or achievements. 

The advantage for the candidate in completing a written assessment is that they get time to really relate their experience to the key requirements of the role and answer in a measured manner why they fit the role. 

Background checks

Background checks are all too common when it comes to hiring for executive positions. Companies use them to finalize candidates based on criteria that include reliability and risk. For example, an employer might choose to carry out a pre-employment reference check to determine the factuality of information in a candidate’s resume.

Many employers require all new hires, including those in executive roles, to take drug tests or medicals.

Employment-related background checks can include accessing details about:

• Your education and work history
• Your criminal record
• Your creditworthiness

Selection criteria for executive positions tend to vary based not just on specific roles, but also across organizations. Identifying these criteria and using them to showcase yourself as an ideal candidate is winning half the battle. Preparing well for the interview and assessment test increases your chances further. 

Psychometric Profiling

It is not uncommon during executive recruitment processes for the employer to request the candidates complete psychometric profiling during their recruitment process to help give a better overall evaluation of a candidate and hopefully secure the best fit for the role. This can help the employer to understand the candidates natural style, emotional intelligence levels and how best to manage them.

When completing psychometric tests ensure you are in a quiet place with no distractions and enough time to complete them. If you are lacking in energy or have other things on your mind it is best to defer completing the tests to another time.