Branded Executive Resume Writer
As you are preparing your answers to interview questions, do not underestimate preparation needed for interview logistics. Many interview assessments are now done via video and Skype.
Additionally, do not rely on your traditional negotiation tactics in answering questions. Boldly doing it differently will set you apart from the competition.
Here are seven trends we predict will have an impact on interviews with executive job seekers during the coming year.
Executive Job Interview Trend #1: Treat it like a business meeting and not a hoop to jump through.
When showing up for an executive interview, take the stance that you are seeing if this opportunity for both of you – and not just the employer. Taking this position going in breeds confidence. Confidence conveys to the interviewer that you are in demand and have options.
Executive Job Interview Trend #2: Come prepared to confidently state a compensation range first.
By now, most savvy executives on either side of the recruiting desk know the age-old negotiating tactic of “whoever says the first number loses.”
However, so much advice is given by popular job search coaches to hold out and not say a range. Well, this is great in an ideal world and in reality it works occasionally. Except I can tell you first hand, as a recruiter, many executive candidates I interviewed did not move on to the next step. This is why recruiters press for the desired salary number–some of your fellow job seekers ruined it for you. Once burned, twice shy.
So unless an executive job seeker is prepared to be shown the door when pressed by some recruiters for a range, I say be prepared with a range. Say it boldly and confidently. Being prepared with a range versus deferring the salary discussion is a tactic used by resilient executives prepared for all scenarios. However, this is not a tactic for the weak or bottom rung of performers. You need to have the achievements and the gravitas to pull it off.
Executive Job Interview Trend #3: Both parties should expect performance transparency.
Candidates want to know about company financials, problems experienced and cultural quirks.
Companies want to know candidate idiosyncrasies, achievements, and salary histories.
Whether you agree or not on whether this information should be shared, people ask. Be prepared for the (legal) questions you don’t want your prospective employer to ask. Ensure you come across prepared for the difficult and challenging questions.
Executive Job Interview Trend #4: Understand the purpose of offline group interviews.
Offline group interviews are not just the traditional panel interviews that resemble a corporate inquisition. Group interviews can happen over a meal or casual networking event among several key managers and the executive candidate. This tactic helps all involved gauge personal chemistry, and if the candidate is a good cultural fit.
Executive Job Interview Trend #5: Live online digital presentations – one-on-one or group interviews.
Creating a presentation and delivering it via Google Chat, Join.me or Go-To-Webinar is a growing trend. Candidates are now crafting and presenting personal achievements and analysis to prospective employers via live, online presentations.
No need to coordinate travel for multiple individuals, if the managers do not reside in the same location. Virtual communication skills are also being judged in addition to the content presented.
Executive Job Interview Trend #6: Pre-recorded video presentations.
We are seeing more and more companies requesting candidates to prepare a video answering certain questions. They give each candidate the same set of instructions and evaluate the quality of the answers and the candidate’s ability to follow instructions. If it is a marketing role, they may be evaluating your ability to create marketing content, since video is so prevalent. If you are managing a virtual team, your ability to communicate in one-way video may be evaluated, as well.
Executive Job Interview Trend #7: Skype interviews are becoming increasingly common.
Interviewing via Skype saves time and money. No need to fly candidates in or schedule all day interviews. Also, with an increasing global workforce where teams work remotely, interviewing candidates live in a virtual manner helps to see how a candidate interfaces virtually as a precursor to how they will communicate virtually with a team.
In some cases the virtual interview is only for the first interview. However, we have seen entire hiring processes done virtually if it is a multi-location organization. It depends on the structure of the company. Treat Skype interviews like a regular interview. Prepare accordingly, as if it was a regular in-person interview. Do your research on the company, interviewer, job and yourself, like you normally would for an in-person or phone interview.
Be prepared to successfully navigate your next interview. With our Interview Confidently eBook & Recorded Webinar Bundle we’ll teach you everything you need to know to land your next job. From what to wear to answering those common (and not-so-common) interview questions. You’ve worked hard to get noticed, so don’t leave your next interview to chance.
If you are interested in working with Lisa Rangel, an accomplished executive resume and LinkedIn Profile writer, LinkedIn Job Seeker Group Moderator and job search consultant, to achieve the social media exposure and land the interviews you want, sign up for an exploratory call now and learn about how Chameleon Resumes can help.