Talking about your prior positions, accomplishments, promotions and job transitions in a one-hour interview is a contrived and unique situation. In what other aspects of your life are you expected to do the same? There are obvious limitations to how much can be conveyed. What are the key things that companies look for in interviews? In our search work at Spencer Stuart we are often asked this very question by candidates. Here's our "Top 10" list of what clients look for:

 

What are clients looking for?

Fit with position Does this person have the experience and skills base to do the job?   Leadership Will this person grab hold of the challenge, create a "success" plan and excite the organisation to execute? Will he/she identify and take advantage of meaningful opportunities?   Intelligence Will this person understand the complexities of the business? Is he/she able to "figure it out"? Does this person have the ability to advance in our organisation long-term?   Results Will this person accomplish what he/she is brought in to do? Is he/she able to engender the support and co-operation of others in the organisation? Will the candidate remain focused on the objectives? Is he/she willing to go "the extra mile" to make it happen?   Team player Will this person be part of my team or a lone ranger? Can he/she work, and get along, with others? Is this an individual that we can rely on? Does this person readily provide credit to others?   Chemistry Is this someone we "feel" comfortable with? Would we enjoy working with this person on a day-to-day basis? Is this someone I communicate with easily and effectively? Do we have something in common?   Cultural fit Does this person relate to and embrace the style in which we do business and what's important to us? Does he/she share many of the same values that have helped make us successful?   Potential Does this candidate have the wherewithal to take on a larger role in the organisation?   Interest Does this executive really want to work with us, or is he/she merely out job interviewing? Is the candidate asking particularly insightful questions or going through the motions?   Value Based on what we know about this candidate and others we have seen, do we believe that the remuneration we are offering is appropriate?

It’s one thing to know what potential employers are looking for; it’s quite another to communicate how you are suited to meet those needs. Remember, you will probably have only one hour to convey these attributes. How should you go about it?

 

How to make a lasting impression

Be succinct, honest and direct in your manner.   Highlight examples of your work and provide tangible results of the business (such as revenue and profit increases, share of market gains, customer retention).   Communicate in a conversational tone and carry on a dialogue. Don't monopolise the "air" space.   Do your homework before the interview; you will be better prepared to convey the right attributes in a compelling manner.   Study the company’s business, products and competitors.   Talk to people who are employed by the company or have worked there in the past. Ask them about the culture, challenges and needs of the organisation. This “insider” perspective will help you create a dynamic interchange of sharing information, thoughts and observations.

Christopher C. Nadherny has been a member of Spencer Stuart’s Chicago office for 16 years and has conducted more than 300 senior-level executive searches.