7 EXECUTIVES ON WHAT THEY NOTICE THE MOST ON JOB INTERVIEWS

1. How you greet them — and leave them (Dr. Chance Glenn, Electronic Alchemy)
Personality. This starts from the second you walk through the door: How do you greet the
people you meet? “The body language, the confidence, the level of charisma demonstrated.
This is an indication of how successful this potential employee will have within a team
environment, as well as their ability to move upwards within the organization.” Also, it isn’t
only about the foot you start off on, but the one you end on. It’s important that when you exit
the interview, I am impressed. “Leave the interviewer with something that makes them go
‘hmmm!’

2. How passionate you are (Kim Perell, Amobee)

You hear this keyword a lot when people talk about a career they adore — but what is often
forgotten is the actual definition of it. “Passion” derives from the Latin root for pain. In other
words: someone must be so ignited by something they are willing to suffer for it. This pushes
them to go above and beyond to be accomplished. “Passion is the top quality I look for in
individuals that I interview, because it often translates into hard work, innovation, and
loyalty,” she continues. “Passion is what drives you through times of challenge and allows
you to thrive despite adversity and a dynamic environment where change is the only
constant.”

3. How self-aware and flexible you are (Christine Andrukonis)

Most of the time, the ability to be constructively critical of yourself comes with age and
experience. But this skill set is a top priority for many executives. When you are confident in
yourself and understand your own struggles, you innately become more adaptable, too.
“To be successful, candidates need to be able to maximize their strengths, address their
development needs and do it with confidence. We live in an increasingly dynamic world, and
professionals really need to be able to have a vision and a point of view but also be able to
adjust and adapt that perspective to address each specific situation,” she explains.

4. How specific you are (Craig Elbert, Care/Of)

Importance of details. He doesn’t only want to know what you’ve done from a high level, but
the steps you took to move numbers. “I notice when candidates speak to specific things
they’ve done to execute and actually achieve objectives, rather than just describing
theoretical approaches and best practices,” he continues. “There are a lot of smart people out
there who know all the answers, but have they actually been able to go out and motivate
people to do the work? I want to see them really dig into the details of a project in a way that
shows they were clearly involved in the results.”
 5. How respectful you are (Eric Mosley, Globoforce)
He values a person’s ability to respect not only others, but themselves, too. “In a workplace
full of humans, respect is the first step toward social connection and the highest levels of
collaboration among colleagues,” he continues. The first test happens before you open your
mouth to introduce yourself. It begins with being on time and fully prepared for the
interview. “If a person doesn’t have enough self-respect to position themselves for a
successful meeting by being on time, informed about the company and position for which
they’re applying, can you really expect they’ll operate with the utmost respect for their work
or their colleagues?” he shares.

6. How comfortable you are (Craig, Dubitsky, Hello Products)

In your own skin, in the room, in your ability to perform the job at stake. A strong — yet
humble — sense of self goes a long way in the interviewing process. It’s a fine line between
confidence and arrogance, but he notes ‘comfortable’ signals a deeper understanding and
appreciation for what the candidate can offer. “They can’t feel truly comfortable unless
they’ve done some research on the company, what they feel the company needs, and how
they are just the right person to bring the magic. If they aren’t really sure, they’ll never feel
comfortable, and then they’re likely not the easiest, smoothest fit,” he continues. Also, make
eye contact. This is a clear sign of connection and ease. “If they feel comfortable with
themselves, their abilities, their purpose that their potential fit, they want to engage. And the
easiest, quickest way is to look someone in the eyes, and really engage,” he shares.

7. How you answer the “what’s your weakness?” question (Rick Kostick, 100% Pure)
It inevitably will come up more than likely — but are you prepared to answer this tried-and-
true inquiry? This means not giving a cop-out answer, but actually digging deep and being
honest. “If asked about their biggest weakness, an answer might be ‘I work too hard that I
forget to take time for myself’ or ‘’I get into the details too much.’ If a candidate cannot find
or admit fault within themselves, they will also not be as receptive to criticism on the job,” he
explains. “I’m not looking for a perfect person. I’m looking for a person that will take risk,
make mistakes, and be open to constructive criticism to help them grow. A humble person
will truly speak to a real weakness.”