The jitters before a big interview are hard to describe. No matter the amount of preparation or confidence, interviews can feel intimidating and daunting, even for the highest qualified candidates. 

At Shaw Search Partners, our recruiters’ approach to interviews is not to trick or intimidate candidates. Rather, our ultimate goal is to find the ideal candidate for our clients' high-level executive positions - and vice versa. The recruitment process is most successful when both our client and the chosen candidate feel satisfied with the outcome. In other words, it’s a match made in professional heaven!

During our high-touch recruitment process, interviews are approached as open dialogs between our expert recruiter and candidate in an effort to decide whether the position at hand is a good fit for both parties, ensuring a long-term professional relationship and organizational success. Our interview questions are designed to inspire honest, thoughtful responses, illuminating a candidate's expertise, commitment, management style, and interpersonal strengths. 

No two interview answers are the same, nor should they be. Yet, there are strategies to call upon when presented with a dynamic question during your next interview opportunity. Take a look below at three challenging interview questions and our recruiters’ recommended approach to answering.

Why do you want this job? 

On the surface, this appears to be a straightforward question. In reality, the question presents candidates with a unique opportunity to sell themselves for the position at hand without the confines of educational experience or skillsets. 

Leading corporations and organizations want high-level executive leadership to make a true impact within their organization. Hiring an upper-level executive is an investment and the hope is that the return will be worth the time, energy, and commitment. While many candidates within a given pool will have or exceed educational or professional requirements, not many will have the drive, passion, and tenacity to exact positive change within an existing organization or culture. 

For this question, we suggest providing forward-thinking, innovative ideas and elaborating on how your skill set could make a lasting impact on the organization. 

How long are you willing to fail before you succeed? 

This is a dynamic question that asks candidates to analyze their methods of leadership and management. 

It’s a hard pill to swallow, but it’s important to acknowledge and accept that failure is inevitable. Even the best leaders will fail - and fail again. Great leaders and managers understand this universal truth and use failure to motivate themselves and their teams to master new skill sets, seek alternative solutions, and adapt to mistakes. Clients seek candidates that are tenacious and adaptable. 

When answering this question, we recommend calling on a previous experience where a project did not go as planned. Leverage this example to demonstrate your ability to manage a team through challenges and how that experience enabled you to become a better leader and professional.

What critical feedback do you receive most often?

On the surface, this question can feel manipulative, as if a recruiter is asking a candidate to reveal their biggest weakness or lack of skills. However, this question is actually testing a candidate's interpersonal skills and strengths. 

Critical feedback is necessary to grow as a professional at any hierarchical level. Criticism can be used as a tool for improvement, but only when a professional’s ego does not get in the way of that progress. Rather than have a candidate explain their biggest weakness or accuse a former boss of unfair criticism, recruiters are asking candidates to reflect on their professional experiences and how their shortcomings enabled them to become better via continuing education or training. 

To answer this question, we recommend explaining how a previous critique of your work or management style was internalized, analyzed, and utilized to expand your skillset as a high-level executive. 

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The interview process is ever-evolving. Often, recruiters will customize their questions or discussion prompts to a candidate’s experience, interests, or previous interactions. Our best advice? Feel confident in your professional experience, research the organization or corporation thoroughly, and reflect on how your expertise meets or exceeds the job requirements. Be yourself and take every opportunity in stride.

Seeking your next big career opportunity but in need of further guidance? Our Candidate Services can help you find the perfect professional fit based on your skills, experience, goals, and values. Contact Shaw Search Partners today to learn more.