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Here’s something I’ve never shied away from: Asking tough questions. I’m in talks with executives all the time, but I’ve never let their stature intimidate me. My selection process goes beyond the resume resumes and references. It's about understanding the deeper layers of a candidate, and learning about their motivations, values, and the experiences that shaped them. I grew up with the Oprah show on daily. I’ve admired how she masterfully uncovers the true face of her guests through tough, yet thoughtful questions. I aspire to use similar techniques to get to the heart of a candidate’s story during interviews. Here’s the thing, asking tough questions isn't about grilling someone, it's about creating a space where honesty, authenticity, and vulnerability can come through. Now, no two interviews are the same. Which is why it’s important to dive deeper into the story to uncover various aspects. Here’s how you can frame these tough questions as per each candidate: 1/ Ask About Their Vulnerabilities Asking questions that allows candidates to reflect on their struggles, resilience, and growth is an integral part of the process. An example: What’s the biggest failure that you’ve experienced, and how did it shape your approach moving forward? 2/ Discover Their ‘Why’ Understanding why someone does what they do helps reveal the candidate’s core values and motivations, and gives insights that can help in determining if their personal goals align with your company’s mission. An example: Can you mention a transformative personal story, and how it influenced your professional decisions in the past? 3/ Encourage Honest Self-Reflection There must be questions that allow the candidate to introspect about their career, as the answers highlight how they handle self-reflection, growth, and change—key traits in today’s rapidly evolving business environment. An example: How do you assess your own growth and progress in your career? 4/ Get Personal Within Reason Without crossing professional boundaries, asking personal questions can give you a window into how candidates think and prioritise in life. This approach can shed light on the values they bring into the workplace and how they lead others. An example: Are there any life experiences that you believe have prepared you for this leadership role? Can you elaborate on one? Trust me, these questions will save you a lot of headache in the future. Thank me later! #Interview #Hiring #HeadHunting

As a former Amazon bar raiser, I could usually tell if the candidate was a fit from this one interview question…and it’s not from the typical question bank. “Tell me about a project you had the most impact on.” I stole this gem from a bar raiser during my training days. Many bar raisers who I shadowed had their own twists on this. It first gets at the candidate’s best Ownership, seeing the scope of a project they had big impact on. It can then go into any leadership principle or competency you want depending on how you probe. This is how I got good at interviewing! Were there any challenging stakeholders? >>> Earns Trust Did you use any data to drive that decision? >>> Dive Deep Were there any decisions you had to make in a time crunch? >>> Bias for Action Tell me about the results. >>> Deliver Results It was a good indicator for fit because I could get so many different angles of how they worked in what they thought was their best example. And it’s not some super specific, trick question that throws a candidate off guard. Test out your probing skills by incorporating this in your interview rotation! What are some of your most effective interview questions?

When I became a department chair 5 years ago, I had served on dozens of faculty hiring committees. But never hired a staff member. Unlike faculty searches, applicants for staff positions can often be: ?? Local = possibly a smaller pool of qualified candidates ?? Lacking direct experience for the position = You’ll need to search for related skills that transfer to the job duties ?? New to the university environment = be intentional about your onboarding process It took some time to develop a process, but we start by asking ourselves what qualities we’re looking for in a candidate. I always look for these 3: ?? Curiosity (are they interested in growing and learning?) ?? Adaptability (do they only know how to do it their way or can they learn new ways?) ?? Team Player/Collaborator (How would they collaborate with peers and student workers?) And then, what kind of experience are we looking for? Do we need a candidate to learn quickly and fit within an existing system (that is already working well)? (e.g. an admin associate) Or Do we need specialized expertise to teach us what to do? (e.g. advising or marketing). Now you can craft the interview. Here are 6 questions I’ve used to help find these qualities: 1.) Can you describe a time when you had to learn a new software for your job? How did you approach it? ?? Campuses are always rolling out new software. This evaluates curiosity, adaptability, and willingness to embrace new tools. 2.) A group project requires expertise that you don’t have, but another staff member does. How would you leverage their expertise to complete the project? ?? Highlights collaboration and utilizing team strengths effectively. 3.) Can you share an experience where you had to teach or mentor someone? What was your approach and what was the outcome? ?? Highlights mentoring, leadership, and adaptability in teaching methods. 4.) What steps do you take to stay current with developments in your field? ?? Demonstrates commitment to continuous learning and general curiosity. 5.) What was the last thing you taught yourself? ?? Reveals self-motivation and ongoing curiosity. 6.) We often inherit outdated processes or policies. Can you describe a time when you proposed or made changes to an existing system? ?? Showcases proactive nature and ability to innovate and improve outdated systems. I ended up with an incredible staff of 12 people who are flexible, collaborate, problem-solve, and get along. It has been one of the best parts of working in our School of Music. and it’s one of the things I’ll miss most when I leave the University of Memphis this summer. ??What about you? What qualities do you prioritize when hiring staff? ----------------- ?? Repost this to help other academic leaders. ?? Follow for posts about higher education, leadership, & the arts. #HigherEdSuccess?#HigherEducation?#departmentchairs?#deans?#programmanagers?#academicleadership?#LeadershipSkills?#HigherEd #Leadership #Hiring #TeamBuilding

As an executive recruiter specializing in marketing and growth officer roles, I’ve had the privilege of helping companies find the right Chief Marketing Officer (CMO) to lead their brand strategy and drive growth. In today’s competitive landscape, the right CMO can make all the difference. From my experience, here’s how you can focus on a skills-based assessment to ensure you’re bringing in a leader who will truly make an impact. Key CMO Skills: ?? Strategic Vision & Leadership: Ask candidates to walk you through a successful marketing strategy they’ve led and executed focusing on results and business impact. “Can you share a strategy that significantly boosted growth? How did you make it happen?" ?? Digital Marketing Expertise: Have candidates walk you through a digital marketing campaigns that they have led that across digital channels. ”What’s your approach to boosting our online presence and driving engagement?" ?? Data-Driven Decision Making: Provide marketing data and see how they analyze it. I find many candidates will proactively do an assessment of the client or brands I am partnering with ahead of meeting. “Tell me how you use data to develop market strategy." ??? Brand Management: Ask for a brand repositioning or development story. “How did you reposition a brand, and what were the results?" ?? Customer-Centric Approach: Present a customer challenge and see how they’d tackle it. "How have you used customer feedback to enhance a campaign?" ?? Innovation & Adaptability: Test their adaptability with a scenario involving a sudden market shift. “Can you describe a time you had to pivot your strategy due to unexpected changes?" ?? Team Collaboration: Peer interviews and team-based tasks can really shed light on their leadership style. “How do you keep your team motivated and on the same page?" Putting This into Practice: 1. ?? Prep Before the Interview: Identify critical skills and map out interview questions ahead of time. 2. ??? Be Consistent: Keep the interview process consistent across all candidates to make fair comparisons. 3. ??? Real-World Scenarios: Design tasks that reflect the actual challenges your future CMO will face. 4. ?? Get Feedback: Gather input from key stakeholders involved and tweak your approach as needed. In my years of marketing leadership recruitment, I’ve seen how the right CMO can transform a business. A skills-based assessment ensures you’re not just hiring experience, but the vision, adaptability, and leadership that will take your brand to new heights. ?? #ExecutiveRecruitment #CMO #MarketingLeadership #HiringStrategies

How can you uncover real leadership skills during an interview? ?? Recently, during a meeting with a client, this question came up Here's my take Leadership isn’t just about titles; it’s about influence, decision-making, and the ability to inspire others. ?? Ask questions that reveal their actions, mindset, and impact to evaluate if a candidate has leadership skills. Here are a few examples: 1?? "Can you share a time when you had to lead a team through a challenging situation? What did you do, and what was the outcome?" This question highlights problem-solving, resilience, and adaptability. 2?? "How do you motivate and inspire your team to achieve goals?" Look for specific methods or strategies they’ve used to energize their team. 3?? "Tell me about a situation where you had to navigate a conflict within your team. How did you handle it?" Conflict resolution is a crucial part of leadership—this question shows how they maintain harmony and focus. 4?? "What steps do you take to develop leadership potential in others?" True leaders create more leaders, not followers. This question uncovers their ability to mentor and empower. Remember, the goal isn’t just to hear about accomplishments; it’s to understand how they achieved them. Real leadership shines through action, not just words. What are your go-to questions for identifying strong leaders? I'd love to hear your thoughts! ?? #hr #recruiting #humanresources #leadership #interviewtips

Leadership Interview Question: ? How do you drive urgency? ? TL;DR in the deck. Read on for more detail. Repost if you find this helpful! This is an interesting question, starting with the format. Most leadership questions are behavioral: "Tell me a time about when you drove urgency." But this is not that. This is a principles question. And yes, you could approach it as a behavioral question, and just go with "Great question. Let me tell you about a situation I was in recently..." But that's a missed opportunity to demonstrate your self-awareness as a leader. Which brings me to: ?? Tip 1: Go the introspective route! Take the question at face value, and tell the interviewer about your general approach to these situations. You can always ask the interviewer if they'd like to hear a concrete example. Okay, so how do you do that? Here's a useful framework. All leadership questions come down to sussing out 5 core skills: 1. Driving impact ?? 2. Motivating your team ?? 3. Hiring and cultivating talent ?? 4. Prioritization ? 5. Collaboration and influence ?? Most interview questions focus on one of these, and this question is clearly about Driving Impact. However, a thoughtful manager realizes that more than one skill at play. So pick three. ?? Tip 2: Pick three leadership qualities that you want to highlight and that you think will be important in addressing this question. This also provides a neat structure to frame your answer. In my case, I would pick driving impact, motivating the team, and prioritization. I might start something like this: "In my experience, driving urgency is really about making sure we are focusing on the right things and keeping the team motivated, because that's how we'll be able to drive the most impact. Let me explain..." Then I'll go into details. ? Prioritization: "In my mind, the foundation of a high-velocity team is alignment on what matters and why. If we all agree on this, then driving urgency becomes a lot easier. So I spend a lot of time with my team and with partners really getting a shared understanding on what's important." ?? Motivation: "Alignment drives motivation, but it's not enough. Especially if there is a time crunch and we need to work late, I want my team to know that I'm in it with them. I also make sure to ping senior leadership to call out the outsize efforts of the team so folks feel seen." ?? Driving Impact: "I've also developed some strategies over the years to really drive impact. I often use the Amazon principles of 'working backwards' and of empowering more junior folks to make 'two-way-door' decisions without me." Of course, these are just my answers. Yours may be different. Which brings me to the last tip. ?? Tip 3: Be authentic. Every leader is different and there are many ways to reach the same outcome. So take this framework and use it to articulate your own personal brand of leadership. Good luck!