How Executive Interviews Differ from Managerial Interviews

How Executive Interviews Differ from Managerial Interviews

If you are looking to make the transition from a managerial role to a corporate executive, you need to nail the interview.  The executive interview process however, can be daunting for those who are doing this for the first time, as it varies in some critical facets from the typical managerial variety. Discover the key differences between executive interviews and managerial interviews to help you land the position you have been aspiring for.

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How Executive Interviews Are The Same

Any position in any company has one thing in common: the job interview. It is true that each industry and niche has its own unique aspects when asking interview questions. However, the overall essence of all interview questions tends to remain the same. The hiring organization asks its questions to gauge how you would fare if given responsibility and a team to work with.  As leaders within the organization, both executive and managerial interviews will aim to affirm a candidate’s leadership qualities, as well as ascertain if the individual suits the needs and ambitions in which the firm aspires to take in its near future.

Whether it is a managerial or executive interview, the key is exemplary preparation. Have an idea of what hiring personnel will ask about, and prepare well-thought out answers to this questions. Do your research, dress to impress, and speak with clarity and confidence: these are the keys to any interview process.

Competency Interview

How Executive Interviews Differ

Managers and executives are position titles that are very commonplace and most of us feel we know what they mean. However, there are subtle differences between the two titles that will inherently alter the nature of the interview process.

A manager is an individual who is responsible for the activities of a particular group of employees in an organization. These individuals are typically department leaders and specialists within a certain business attribute, such as marketing, sales, accounting, etc.

He or she has to perform the role of a motivator and mentor while also guiding the employees to achieve the overall goals of the organization. There may be supervisors under a manager to help in these duties, but the overall responsibility for the performance of the workers in the bureau lies squarely on the shoulders of the manager.

When conducting a managerial interview, it is typical to be probed with questions that reflects a more hands-on approach to leadership. Such questions include:

  • What are the methods you have used to evaluate employee’s job performance?
  • What is your experience in setting budgets?
  • Describe one recent problem that you came across on the job and how you countered it.
  • Give us an example of how you successfully encouraged/motivated the staff.
  • Provide an instance in which you had to deliver training to employees and peers.
  • Tell us about a short term plan that you developed for the advancement of an employer.
  • What is the most challenging factor for you as a manager?

In contrast, an executive is a person who is responsible for putting into action the plans and policies of the top management of the organization. The executive is the person who has to see that the day-to-day operations of the company are carried on smoothly, without any debilitating challenges. In short, an executive has to oversee the administration function of the company.

During an executive interview, the questioning will similarly reflect hands-on approaches to leaderships and how candidates have proven themselves in particular situations. However, there is also the inclusion of questioning which will place a far greater emphasis on business principles and management approaches. It is near impossible for a capable executive to be totally involved in every aspect of the organization, barring the smallest of start-ups. Because of this, executives are required to have a theoretically framework and strategy in which they can filter critical information and ensure that no oversights are made.

Executive candidates should be prepared for questions such as:

  • What strategic planning methods do they adhere to?
  • What human resource management principles does the candidate follow?
  • What types of business practice reforms does he/she intend to bring to the organization?

The executive interview process at a glance can appear too much to handle. But by putting in the work prior to the interview itself, candidates have nothing to worry about!

Do you need help breaking into the echelon of executive positions? Career Intelligence specialises in facilitating top-level management and giving them the adequate resources they need to secure that executive position they desire. Register with us today for a free CV appraisal.

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About the author

Michael O'Keeffe

A graduate from Fairfield University in New Media with a particular focus on Television, Michael has worked in social media since graduation. His expertise will offer a variety insights into how you can penetrate into the saturated executive job market.

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