As CEO the final call is to be made on selecting asenior resource.IF you are one of thelucky CEOs in large corporation then you have the support of head hunters, other senior managerrs to help in decision making. iam writing this piece for those CEOs who havethe task of running SMEs.MY writing is based on my own close observations while mentoring CEOs .Years back we had faced situation of losing every candidate after the final interview withCEO whom i was mentoring. we were both concerned as to why this is happening.Togive full credit the CEO was pretty open to figure out the reason.we decided that i shall be silent observer when he interviews next time.At the end of this experiment here is what we found out.I had to tell the cEO as no oneelse wil tell- that he was just spoiling the show.and suggested that he should not interviewcandidates, rather he should do such agood job of selling the company and the job.we didset up a goal that then onwards his performance will be measured as "excellent" only if the candidate comes out of the interview and asks the question as to when can he join.sounds good?read on13.opening your interview with the traditional question
“tell me about yourself
. If you are the third or fourth interviewer this is the moststupid opening you can ever have. the candidate is fedup already ,by facing thismany times in your company.Never do that14.If your HR staff or any retained agency has sent the candidate to you, start theinterview with the opening remarks as follows- so our HR person told you a aboutthe company and the job. If you have any more question on that i can help. Or even ask what the HR told him about the company. it helps in two ways. it helpsto find how well the HR did do the job to brand and how muchmiscommunication happened; You can refine your HR’s script to candidateswhen they make first contact. next questions may be : Hope you visited our website. Do you have any further question about our company.15.Now watch for the response. Most candidates say that they did not get any time or they did not visit the site.
This is first negative
. Especially if you are hiring asenior person it is legitimate that you expect him to do research about thecompany . After all,if it is just another job he is looking for he is not worthhiring.16.if the candidate has atleast looked at the site or had done some home work hemaybe able to say what business you are in , where all you operate and how heloves to be part of your venture etc. that is the first big plus17.Such candidate must be encouraged to askfor more information from you. Theadvantage is that you sell your company then the job . here is an opporunity to present the vision, plans growth strategy etc18.Next line of questioning must be to check the knowledge and application of knowledge. Ask him about his
core subject expertise
.. Generally candidates donot expect this question. For example whenever I asked this question to senior candidates they end up saying they lost touch with subjects long ago. I do then prompt them to get into discussion about latest book on management...19.Recently I asked a candidate for HR manager’s job this question and some how