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5 Mistakes to Avoid When Interviewing Executives

October 10, 2024

Interviews are a critical step in the executive hiring process, but even the most seasoned organizations can run into pitfalls. Interviewing executives isn’t an everyday task, and it requires a different approach than hiring lower-level employees. Mistakes during this process can lead to substantial costs, poor leadership fit, and missed opportunities—but they aren’t inevitable.

Our team identified five common mistakes that can occur during executive interviews and the steps you can take to avoid them.

Mistake 1: Failing to align job descriptions with company values

Before the interview begins, the job description sets the tone for both the candidate and the hiring team. A good job description should accurately reflect your company's values and culture and express how the role contributes to the team. It shouldn’t contain an exhaustive list of tasks, present nice-to-haves as requirements, or include biased language. 

Instead, it should be the starting point for the relationship between a potential hire and the organization. A well-written job description plays a crucial role in attracting the right candidates, and it can help the hiring team get on the same page. 

Learn more about writing effective job descriptions.

Mistake 2: Overlooking the importance of cultural fit

Cultural fit is often misunderstood. It’s not about hiring people who are the same as everyone else within the organization, but rather about finding those who align with your company’s values and purpose. The interview team should include people who will interact with the new leader often, including peers on the executive team, cross-functional collaborators, or direct reports. Look for open communication, mutual respect, and compatible work styles.  

Conducting interviews to identify candidates who resonate with your company's principles and add value to the team will help you build a dynamic team that can drive your organization forward. 

Learn more about executive hiring from The Daily Bolster

Mistake 3: Inadequate preparation for the interview process

The executive interview process is likely to be made up of several interviews with a variety of stakeholders, and inadequate preparation can cause confusion, redundant communication, or even missed interview topics. 

Conducting an initial kickoff meeting with the interview team can help clarify expectations and roles. Each member of the interview team should know their specific responsibilities and topics to cover, and these should be organized to ensure a comprehensive evaluation of the candidate. Structured interviews lead to better hiring decisions. 

Ask these questions to set your search up for success. 

Mistake 4: Neglecting to engage the CEO in the hiring process

It’s important to understand that the talent search process is a commitment. Setting aside time and resources will help you get the most out of the process—and for executive searches, the CEO’s involvement is pivotal. 

CEOs are obviously busy, but when they’re actively involved from the start, understand their role in candidate evaluation, and maintain their commitment throughout the process, the interview process is more likely to be efficient and successful. 

Learn more about the importance of CEO engagement.

Mistake 5: Failing to communicate with candidates

If you don’t communicate clearly with candidates about timing, expectations, or urgency, it can send the unfortunate message that you’re not interested or not taking the search seriously. Whether this is true or not, it can cause candidates to lose interest or move on as other opportunities arise.

The candidate's experience is key to closing the deal with top executive talent, and a good experience doesn’t happen by accident. Clear communication is an important piece of a positive candidate experience. 

Learn more about attracting top talent. 

Improving your executive interview process

Proactively addressing potential issues leads to a more effective and inclusive hiring process, ultimately helping your organization secure top executive talent. 

At Bolster, we’re reinventing executive search by combining the power of experienced recruiters with our intelligent sourcing platform. Built by entrepreneurs, for entrepreneurs, Bolster matches CEOs with transformational executives for full-time, fractional, and board roles—without the hassle of traditional talent sourcing. It’s smarter search done faster and with more confidence.

When you work with Bolster, our extraordinary team will work alongside you to make your search a success. We take the time to listen, understand, and respond to your needs, support you throughout your search, and offer our expertise as a resource. 

Want to know more about what it’s like to work with us? Let us know what you’re looking for.