There are many formats for executive interviews, but there is a difference in opinion over which is best. A recent piece for the British source HR Magazine examined the utility of alternative approaches versus more traditional, face-to-face interactions when it comes to the interview process.
According to the source, there are advantages to both. A job search that doesn't include an interview has the potential to be not only faster, but more streamlined if the company has already become acquainted with the candidate in other circumstances.
However, the article quotes recruitment director Ian Dykes, who spoke on the importance of face-to-face time and the role this plays in the hiring process.
"As much as technology makes the candidate and employer much more visible to each other in the recruitment process, this is no substitute for personal interaction," Dykes said.
It's true that a candidate in an executive position is most likely not going to engage in the type of interviews common among lower positions, it's still worth considering whether to have a face-to-face interaction or to try something new. Both can be valid ideas for executive recruitment.
If your company does choose to utilize an interview, it can incorporate its own questions into the discussion. Glassdoor recently featured some of the more memorable and quirky questions asked by interviewers at major businesses. Some of these include seemingly silly questions about pizza, cereal or American Idol.
Controlling the recruitment process is important, and with a global executive search firm on your side, this can be done easily.
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