Probus Executive Searcha refreshing approach to executive recruitment

Help and Advice for Clients

Interview Tips For Our Clients

As recruiters, we are very aware that our clients do not view interviewing people as their primary role, even though hiring new people into their organizations is key to their success as a leader in the company. Some people in business regard interviewing as a distraction rather than the pleasurable experience it can be. In many ways, an interview is an introduction of two people with common interests. It is an opportunity to acquire knowledge, expand your business perspective, and develop new connections.

Preparation is important. Most interviews are scheduled for about an hour, and you want to make sure you take away as much as possible from the time you spend with the candidate. Review the job description you have written to make sure it still accurately reflects the skills and experience you feel are necessary to accomplish your objective. Make a list of the questions you want answered so that you do not inadvertently skip any important points. Review the candidate's resume before the interview, and familiarize yourself with the companies where they have worked so that you are able to ask incisive questions about the role they played in those companies. Look for any common interests. Prepare a script that describes all aspects of your company, incorporating some history of the founders, present and future product strategy, company culture, management expectations, and exit strategy (if appropriate.)
A positive presentation will strongly influence the candidates.

Arrange to conduct the interview in a place where you will not be interrupted or distracted by phones, email or other people. As the interviewer, you should start the interview with some upbeat comments or anecdotes to make the candidate feel comfortable, and to take some measure of the response. Include some softer questions that will help you get a feel for the candidate's personality. Consider asking questions that will give you a feel for their work ethic and their cross-functional communication abilities. Other good questions: reasons for leaving previous jobs, what they liked and didn't like about previous jobs, biggest challenges, greatest accomplishments, strengths and weaknesses, and longer term career goals. Questions about compensation should be limited to their present pay package, especially in the first interview. You should control at least the first half of the interview, and then turn the questioning over to the candidate if he or she has not already taken the initiative to do so.

We believe that an effective interview cycle includes two or three visits to the company with a few days separation. This provides you and the candidate time to reflect and to talk to others about the person and their fit for the opportunity. After you have buy-in from other appropriate people in your company and the candidate has expressed serious interest in working for you, it's time to get a list of professional references and start negotiating a compensation package. We encourage our clients to check at least some of the references themselves, but we will gladly check references for you.

Recruitment Services
  • Retained Search for very senior financial executives
  • Contingent Search for senior financial management positions
  • Retained Search for IT executives
  • Contingent Search for senior IT management positions and senior individual contributor IT positions
Transition Coaching
  • Transition Coaching
  • Career Coaching
  • Development Coaching
  • Conflict Coaching
  • Exit Coaching
  • Life Coaching
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Probus Executive Search
is a permanent placement firm serving the financial and IT executive search needs of the Silicon Valley Area.