7 Great Interview Questions to Ask Executives, and Why

When it comes to executive positions such as CEO or Managing Director, you don’t want to hire just anyone. This is a crucial appointment for you to nail, and it necessitates asking tough questions of the individuals you meet.

Here are seven tough interview questions to ask CEO candidates, as well as why they work.

What Skills do You Lack?

While this question may not appear to be difficult and is one that the candidate has most certainly studied for and answered in the past, giving a good answer is more difficult than you may imagine. This will force candidates, regardless of their level of expertise, to honestly assess their abilities, which is vital for you to learn about any flaws as soon as possible.

The greatest candidates will be open and honest about any flaws they may have, as well as show a level of self-awareness that guarantees they don’t take anything for granted. Even better, because the topic is frequently linked with interviews for more junior positions, it may catch senior candidates off guard. There’s nothing like a deceptively basic question to help you find the appropriate individual for the job.

What’s The One Question You Were Hoping I Wouldn’t Ask?

With this one, there’s no hiding place. This question will compel the candidate to think and will put them in a bind. You push the candidate to find a question that makes them uncomfortable by asking this question during the interview.

This task should bring out the best in a CEO and reveal issues they’d rather not discuss. It also shows whether an applicant can put themselves in the shoes of other stakeholders, which is an important talent for any executive.

You’ll be able to tell who avoids dealing with unpleasant topics and who doesn’t based on their response.

If You Get The Job, What’s The First Thing You’d Do?

If the candidate can answer this question successfully, it demonstrates that they have a thorough understanding of the company as well as the role and what they can bring to the table – both qualities of a strong executive candidate.

This is also a wonderful approach to identify self-assured applicants who will make an immediate impact. If they can spell out exactly what they want to accomplish in this capacity, you’ll have a better notion of who would be the best fit for what you want to accomplish.

What Can You Tell Me About Yourself That Isn’t On Your CV?

Apart from what they wanted you to know in their CV, this gives you a better understanding of the candidate’s personality. It is beneficial to delve further into who they are as a person in addition to the typical application information.

A smart candidate will modify their CV to match the job description, so challenging them to think of something they didn’t think of is a fantastic suggestion. It might even be something you’re interested in, and you’ll be pleased you enquired.

The finest candidates, those who have a lot to contribute, won’t be able to include all of their attributes in their application and will have plenty more to discuss with you outside of the four corners of their curriculum vitae.

How Do You Assess the Quality of Your Work?

When you’re hiring for a high-level position in a company, there isn’t always someone to double-check their work. As a result, you must believe that the candidate you select is capable of examining their own work and habits critically.

This inquiry will reveal whether they are capable of always questioning how they can improve, or if they are trapped in their ways and systems. You’ll know you have a leader you can trust to produce the results you want if they can answer this question well.

Tell Me About How a Professional Qualification You Have Obtained Has Helped You Personally?

Professional certifications will almost certainly have been obtained by the finest candidates in order to improve their industry skills and understanding. This question allows you to learn about their qualifications as well as the value they have gained from them, not only professionally but personally.

The reason you want to know how it benefited them personally is to see if they are passionate about their work. The finest candidates will bring their job home with them, and the information they learn in their professional lives will frequently leak into their personal lives, and vice versa.

It’s not about finding someone who never leaves the office; it’s about finding someone who is genuinely enthusiastic about their field.

Can You Recall the First Three Questions of this Interview?

This is a difficult one. Many candidates will merely listen to a question and respond on the moment. While that response may sound excellent, it is typically a scripted, reactive response. By asking them to recollect the first three interview questions, you can determine whether they were an interested listener or merely responding during the interview.

Interviews are stressful, but those in senior positions will confront even more so. That is why it is critical to determine who is capable of participating in the meeting rather than simply responding questions off the top of their heads.

It’s easier to remember the beginning of an engagement while we’re actively engaged in it, depending on how long it lasts. This should be the same in an interview. Although this is a departure from more traditional interview questions, it can be quite useful in identifying the most attentive and perceptive leaders.

Wrapping Up

These are difficult questions, and executive positions are difficult to fill. That’s why it’s crucial to ask pressure-inducing questions, and why they can help you hire more efficiently.

You need to figure out if they aren’t suited for the CEO post as soon as possible, and asking tough questions is a wonderful method to tell the best from the rest.