Assessing Executive ability in a Job Interview

Monday, May 11th, 2009 - CV Writing, Executive CV, Job Search, Jon Interview

Executive Job Interview

photo credit: Nils Geylen

There are many that claim to be of executive level or executive calibre, but there are some simple tests which a recruiter or HR professional will apply to assess which level of management or executive capability the job applicant has.

Executive, much like any high-value perceived word, is often over used by some companies and job applicants to add gravitas to either the job or their suitability for a job application. So the recruiter or HR professional needs a system by which to assess the actual level of delivery capability, and in what environment it was achieved.

The basics of the systems of assessment are pretty simple:

• How many people did you control
• How much budget did you control
• How long was your vision
• Who were you responsible to

Junior or first level managers will often claim to be executive, because of a job label used by the company to give them gravitas over their perceived lack of experience, at often a low age. However, junior executives are most often moved around a company a great deal to gain experience and vision of the company, but control no people and little budget. They are often found reporting to a training manager or mentor, so some probing around the role normally reveals the true nature of reporting to a higher level executive

First level managers will be team managers, there to drive results from a team within a larger department. They will often have a strong grasp of measurement systems, because that is what they are measured – and hence ensure they keep their job – on. Although they may control vast numbers of people inside their teams – most shown in both manufacturing and customer service functions – their responsibility ends as delivery of output orientated targets, and involves no control of budgeting

Mid level managers will control both people and budget, and will have control over operational changes to make the two work – something lower level managers will not. Mid level managers will be able to control operations, but will have forward vision limited to the budgetary year. The question for a recruiter or employer when interviewing a mid-level manager, is always: do they have the vision thing? They are looking here for the candidate to see problems, for which the fix is outside their control, and on which they can gain wider buy-in to and hence implement. Interviewers will hence want to fence-post their direct responsibilities and deliveries, and see multiple examples of issues where performance could be improved and buy-in gained. However, if there are excessive examples of the “problem-solution-sell-buy-in” cycle, then the question is posed: are they a visionary, or a trouble maker?

Executives will be able to show vision in changing resource allocation – in terms of man power, money, materials and time – to meet direct budgetary results, which can be directly correlated to customer revenue. Most often, executives come in two forms:

• Promoted within an operational environment – normally older aged
• Promoted because of capability of vision, backed up by delivery – younger aged

But executives of either type have two things in common: they always have the vision thing, seeing external regulation and market forces as part of their plan; reporting to main board level contacts.

Hence, in writing out your job application and wishing to be seen as an executive, always think about how you will provide evidence to the interviewers of your executive calibre. Most often, the best Executive CV’s have been written from the out start with evidence in mind, and hence to a SAR’s format. If you are caught out using a word or example which shows a lower level of capability, then do expect to be found out and the interview terminated.

Good Luck!

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