Executive Recruiter Interview Preparation Guide

The purpose of recruitment is to:
☛ Attract the maximum number of candidates to the organization and encourage them to apply
☛ Create strong database and select the best candidate for the position
☛ Ascertain the current and future manpower requirements of the organization
☛ Make the hiring exercise a cost effective one

Importance of recruitment is:
☛ To identify the potential candidates within the organization for future man power requirements
☛ To identify the outside candidates and hire them to meet the man power requirements
☛ To establish various sources of candidates
☛ To help in increasing the success of hiring process

The main components of a recruitment policy are:

☛ - Terms of recruitment
☛ - Sources of recruitment
☛ - Using the services of placement agents
☛ - Payment terms and conditions for placement agents
☛ - Recruitment of contractual employees
☛ - Obtaining requirements from departments
☛ - Selection process
☛ - Employment terms and conditions

This question helps determine if they have a ‘go-to’ person outside of their company. It highlights their need for help or counsel, which can be an indicator of a desire to learn and grow.

You know how many people told me they got fired? Out of 20,000, maybe two? It is REALLY important that you are honest with the Recruiter on why you left. If it comes out later that you lied, you are going to be dropped from consideration. If you are already on payroll, you WILL be fired. I have a Casino President that would not tell me why he left. Finally he said, “I did not make my numbers” and I replied, “Maybe your number were not realistic.” There are plenty of good reasons to leave a company. Don’t be shy - be honest!

This question, often the interview opener, has a crucial objective: to see how you handle yourself in unstructured situations. The recruiter wants to see how articulate you are, how confident you are, and generally what type of impression you would make on the people with whom you come into contact on the job. The recruiter also wants to learn about the trajectory of your career and to get a sense of what you think is important and what has caused you to perform well.

Be candid without sounding arrogant. Mention observations other people have made about your work strengths or talents.

Much like with the greatest weakness question, being asked about your failed projects can be another way that interviewers catch their candidates off guard. It is highly important to avoid saying answers such as “but it wasn’t my fault” or “it would have worked if they had listened to me.” The interviewer is not interested in who was to blame, and does not aim to embarrass you on your past mistakes. What they are looking for is someone who is able to learn from their mistakes and have the experience and knowledge to ensure that the mistakes do not repeat themselves. Answering that you “don’t have any failed projects” could show that you lack experience, so it is best to avoid that answer too. Give the interviewer a concise story with an explicit conclusion that demonstrates your ability to learn.

Asking this question helps hiring managers understand the level of responsibility that candidates are comfortable with, and will ultimately allow them to determine if their management style matches candidate expectations.

Your candidates’ responses can tell you a lot about their current work situation and the likelihood that they will accept a new offer. This question even provides insight into the possibility of a counter offer from their current employer.

Candidates who are well-suited for executive level assignments are astute in matters of finance. They are able to glean information quickly from financial reports and take the appropriate actions to ensure profitability for the business.