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When Twenty Questions Are Too Much:
Top 9 Strategies for Conducting Effective Executive Interviews.

In today's competitive markets finding executives, which fit with your business can be a lengthy process. Often times settling for the "best so far," when the process begins to detract from your business. Below are nine strategies for cutting the process into a timely, effective executive interview. Choosing the candidates that can do the job is the first part, selecting the outstanding candidates for the job takes a little more work. With these strategies an interviewer can reduce the time invested with any single candidate, while having a greater insight to the productivity, drive and vision of the candidate and discover the answers needed to select the best candidate.

1. The best advice to give is to be proactive, and not wait for qualified candidates to come to you, but for your company to actively recruit the qualified people that you need. Checking active profiles on business community sites like, www.linkedin.com , www.bni.com or www.veterensbusinessnetwork.co m , will give you insight on experienced, educated candidates who are looking for new challenges in their careers. Invite these people to apply for the positions you have available. This is especially effective when attempting to fill challenging, or difficult positions. An invitation will increase a candidate's loyalty to your company.

2.Once the qualified people have applied, and the applications narrowed based on the specific needs of the job description, it is time for the personal interview. The personal interview begins with the total impression of the applicant, are they punctual, do they have the mannerisms that are appropriate for the job, can you see this person producing what the position requires? A lot can be said before anyone even opens their mouth to speak. While at the executive level, one should expect the appropriate demeanor, but surprisingly some candidates will show their personal ethics during an interview. The interviewer should be aware of these non verbal clues, as they can add a depth to the candidate's responses.

3. Personally describe the position, and what the candidate's responsibilities would be, and what is expected from anyone who filled the position. Many times a written job description is provided that includes an inventory of responsibilities and duties, while the candidates may briefly examine that information, personally describing each of said responsibilities

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