To ask what makes a senior interview candidate truly excellent?

[OneNiftyHazelReader]

I have a Teams interview next Tuesday for a fairly senior/lead-level role at a large charity. I was sent the interview questions yesterday.

I’ve prepared quite thoroughly already - researched the organisation and its strategy, gone through the job description/person specification in detail, prepared examples and answers to each question, and looked into the wider issues relevant to the role.

I’ve had questions provided in advance before, so I’m comfortable with that format and I’m not really looking for advice on how to prepare the main answers.

What I’d love to hear, particularly from anyone who recruits/interviews at this sort of level, is: what makes you come away thinking someone was an outstanding candidate rather than simply someone who prepared very well?

When you do ask follow-up questions, what are you generally trying to establish or probe further?

And are there any common blind spots or mistakes you see from otherwise strong candidates at senior/lead level?

Basically the core preparation is done, what am I most likely to be overlooking?

Your critical thinking about the organisation and the role and what you would bring to it, plus your ability to answer on the spot questions under pressure.

I interviewed for a head teacher. They stood out as soon as I walked into the room. I felt like she was welcoming me the her school, whereas in reality I was welcoming her to MY school. Nothing arrogant or egotistical at all about it. I can't explain it. It was if she was "in role" from before she arrived.

See yourself as already in the job then describe how your going to deliver?

She had it in the bag from early doors but another thing was her last impression too. We asked her where she saw the school in five years; to which she asked me the same question. I welled up and gave a very emotional reply which got everyone in the gut.

Have you explored what you can about the experience of users of the charity? Is it possible to visit any locations( ie if they have charity shops)
interact with its website etc as a service user would? Researched their “ competition” ?

In the same interview, another candidate slagged off the profession / kids / parents/ system. It might have been offhand but none of us appreciated that. We all know the issues within education but "come to me with solutions, not issues" at interview. To be fair the winning candidate is exactly who she said she would be on interview day. She felt like the "boss" from day 1.

I recruit quite a lot, and have just done so for a senior role. It depends on the sector / industry but some stuff can be taught and other stuff can't. I can generally tell from a CV within about 10 seconds, if someone is capable of doing the job.

I'm interested in the interview therefore, about whether I can actually work with them, what they would be like to manage, whether they'd fit into my team, whether they're a good culture fit for our business and whether they've got skills lacking elsewhere in my team. Contacts and a good network is also important to me (do they name drop all the right people? - but again, this is sector/role dependent).

Someone also needs to show a bit of passion for the role and our business, and have done their research on who we are.

For follow up questions, I like it when people challenge me. I've recently been asked what my management style is, what success looks like and where I see gaps and alignment with the candidate sitting in front of me.

I always give a brief for the interview and I can tell a mile off if it's had AI input.

Hope that helps and good luck 🤞🏻 😃

Sometimes a candidate can do everything ’right’ but if the chemistry is wrong then that’s hard to overcome.

I’ve just interviewed someone today who was great on paper but won’t thrive in my company’s culture. Fit is important.

The interview is a conversation, they are asking questions and giving points of view. They are putting the effort in to finding out if it's the right role for them, not just throwing their hat into the ring.
Also they know what their strengths are and what they will bring rather than trying to be a complete generalist.

Passion
calmness
experience (you ve seen it all) yet humble

At any time you re dropped in the middle of the ocean, fighting off chainsaws, while someone tosses you a baby(best insta post!)… you still smashed it with a smile

I’ve been recruited into the senior leadership team and we’ve since made another hire at a senior level. The assumption is that everyone interviewed can do the job so it’s a question of fit with the team (both junior team and the rest of the leadership team), culture, attitude etc.

as a director I recruit senior management often. I agree with pp. It really is down to fit within the team and confidence and understanding where to be autonomous. Good luck op

I interview regularly in VCFSE sector and passion/enthusiasm if genuine wins me over
Obviously need to be well prepared and have done your research on them
Match their language and images

To me, my follow up questions are to fill in the blanks. Sometimes it's down to me not following the dots correctly rather than the candidate, or some ambiguity on their answers.

But mainly I'm trying to feel out the character of the person - will they fit in with the team and the culture. Some companies are very straight laced, and others are more relaxed in attitude, so I'm trying to find the right fit. It's not something that can or should be prepared for.

This, and excellent communication skills. Clear, concise, poised.

But then i would never give all questions in advance. I need to see how a candidate handles a curve ball or reacts to something a bit different. I don't want "perfect" answers searched up using AI, I want your answers, I want to know how you think, what you value, what you choose to bring out.

In my organisation a senior leader has to influence, so i need to sense that you're going to be engaging & energetic and are going to form strong relationships. Acknowledge your weaknesses, properly (not perfectionism!) everyone has them, but say how you manage or mitigate them. Eg Im not the strongest technically in one aspect of my teams responsibility, so ive ensured that we have real technical strength in the grades reporting to me.

Also.... dont try and be someone you aren't naturally. I once interviewed (and hired) someone who gave a convincing portrayal of an energetic optimist at interview, an ideal business partner who enjoyed working with people.

In 6 months working with her it was clear it wasnt who she was and she couldnt maintain the facade. She reverted to what suited her better (an introverted, technical specialist, at her best with a complicated analytical report or a thorny problem to solve). Unfortunately that wasnt we needed for the role & she was unhappy, and moved on within a year to a job which suited her better.