Search consultants want to gauge experience and enthusiasm for job; committees will seek examples of how you've achieved results

Question: Initial interviews with executive recruiters are different than interviews with an organization's search committee. How should candidates calibrate their approach for each?

David Martin

Managing Partner,

Sterling Martin Associates

Initial interviews with a search firm are generally focused on whether you have the right qualifications and competencies for the position for which the firm is recruiting. The recruiter will also be verifying your career history and probing about career moves. Once the firm evaluates that you have the qualifications for the job, they assess soft skills—things like leadership, communications, teamwork, and adaptability. All your interactions with the search firm should be professional. Take advantage of these opportunities to make a positive impression and show your level of enthusiasm for the role.

Interviewing with a search committee is a little bit like meeting a board of directors. By then, committee members know you have the qualifications to perform the job because you have been pre-qualified by the firm, and they have reviewed your credentials. The committee is assessing your "fit" with the organization. For example, do they see you interacting well with members at their annual conference? The committee will also drill down more specifically into your hard-skill qualifications. You should come prepared with specific examples of how you achieved results in the past and be able to explain how your past experience will enable you to guide their organization to fulfill its mission.

Tonya Muse

Co-Lead, Association Practice,

Heidrick & Struggles

Initial interviews with search consultants are preliminary screens for our clients. We give an overview of the role, get to know the candidates, review their resume history, probe into their pivotal experience and expertise, gauge their cultural alignment with our clients, and inquire about their motivation for pursuing the role. We also answer any initial questions candidates might have such as job location, in-office expectations, client priorities, the definition of success and any unique circumstances. An initial interview with search consultants is a time for candidates to gain an understanding of the role and decide if they want to continue to be considered for the position.

When candidates meet with a search committee, the committee explores deeper into the candidate's work experience, asks for specific examples of demonstrated experience in key areas, and asks why they are qualified for the position. Search committees want to gauge the candidate's passion for the role, understand their vision, hear their ideas, and understand how they manage people. Candidates need to make sure they have done their homework on the organization, have clarity on its mission and come to the interview with ideas on how they would be successful in the role. 

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