Interview with a President not a recruiter

Bluf - Would I apply all of the MT Interview series guidelines when I am interviewing with the President of a Company, or is there value in embellishment/specifics/conveyance custom to the Presidential level?  Asked another way....should Presidents get just the same "message" as a recruiter or a little more or a lot more or a lot different.

In every MT Interview podcast, Mark very specifically uses the term "recruiter" as the conductor of the interview.  While I believe the principles of the MT approach in prep, during and followup would apply to being interviewed by anyone....interviewing for a Dept. Head position with the Company President (from outside to Co.) warrant an even more careful and possibly strategic preparation.  IE, not just stating significant accomplishments tailored to the roles needs, but also how those accomplishments broadly affected the company positively.  I am getting a sense of a need to be acutely accurate nonetheless.

Interview is next week.  Mon. 12/14 marked one year since my layoff...wish me luck.

-D

Good Luck

Good luck D

I have a document, that was originally a post from Wendii, on behavioral interview questions.  She included some general guidance about answering based on the level (and I believe it is intended to mean the level interviewing for, not the level of the interviewer)

If you'll send me a PM with your email, I'll send you the document.

Regarding your statement about "an even more careful and possibly strategic preparation", however.  That implies that you'll do less careful preparation for the recruiter, which would probably be a mistake.  Prepare as best as you can for the position based on your accomplishments. 

I think I understand what you're implying.. that the recruiter will be less involved in the specifics of the position and might be interviewing for "general" fit rather than the nuances of the position.  However, even if the recruiter isn't at that level, I'd imagine they are still evaluating your answers in the context of the position and might be sharing the information with the president.

Treat it the Same

I recommend preparing the same as you would for meeting a recruiter. Rehearse, know your accomplishments *cold*, and then prepare some more.  Why would you ever prepare less?

The president may ask the same behavioral and leadership style questions any recruiter would ask. Do not assume otherwise.

Think about it. Even if you do not get the job *now* the president may hire you later or refer you to a position even *better*. 

You may wish to listen to the recent Career Tools cast on career history:

http://www.manager-tools.com/2009/12/how-answer-questions-about-career-h...

try again...

"Regarding your statement about "an even more careful and possibly strategic preparation", however.  That implies that you'll do less careful preparation for the recruiter, which would probably be a mistake."

"The president may ask the same behavioral and leadership style questions any recruiter would ask. Do not assume otherwise."

I am not being clear enough here. 

I have reported direct to Presidents in my career in multiple positions, successfully for over 7 years.  They dont communicate or deal with information like any other manager.  Thats my point.  Execs that high operate, communicate and carry out their work with very compressed, dense and succinct summaries of information.  In my experience, Presidents set a tone for communication which are by default more compact, and they are less tolerant of a 3 minute verbal description of an accomplishment.  The conclusions and thinking processes of that level are different than a recruiter in my experience...not requiring MORE prep but possibly different perspectives.   I understand fully the implication that I may do less would it be an HR or similar 'recruiter", obviously being a paid subscriber/practitioner @ MT that would never be the case. 

As powerful as language is, its all we have here.  I want to project myself as knowing the Presidential territory and how to support them, in addition to the MT approach.

Is this making sense or am I going where I dont need to go?

-D

PS. "Think about it. Even if you do not get the job *now* the president may hire you later or refer you to a position even *better*.  

Thats a point I need to remember...thank you for that TH.

Two thoughts

First, the preparation from the interview series is going to be critical.  Knowing your accomplishments and how you succeeded is key.  Even if the president doesn't conduct the interview the way a recruiter would (and they probably won't) your replies need to focus on what you've done and the impact of those actions.  

Second, it's more likely to be a conversation than an interview.  Top executives look for someone with whom they can have a relationship, with whom they can brainstorm, disagree, plan, and just hang out with.  That means making a connection by moving beyond the Q&A format into a more conversational mode.   

John Hack