Job search for CXOs is different from those who don’t have this haloed C-level tag. SHANTI THAKUR shares dos and don’ts that such candidates should follow during an interview
A CXO’s (corporate executives) search for a new role is usually unlike the job search of a manager or even a VP. C-level candidates have significant expertise and many are well known professionally. There are a number of reasons why a CXO’s search for a job is unlike that of those who don’t carry the haloed C-level tag.
A senior candidate searching for a job is judged on his or her achievements rather than potential. Yet despite having significant professional experience, such candidates tend to make some mistakes when searching for a job. A few things that they should keep in mind.
Become Better Listeners: When a company is hiring for the C-suite, it does not necessarily pamper a CXO’s ego. What matters is what you bring to the table and how useful you can be to the company based on your experience. While certainly, most people at C-level positions have accomplished much in their career, yet recruiters need to ascertain whether a candidate is a good match for their company. It’s a good idea to leave one’s ego during interviews and to listen rather than to inform.
Bring Your Own Thoughts: It’s common for such candidates to ask the interviewer about the company where they are interviewing for a CXO position rather than allowing the company to judge whether the candidate would be a good fit for the company. This means that in the early stages of an interview process a C-suite candidate should try to sell themselves instead of turning their initial interviews into fact-finding missions. A simple goal a CXO candidate should have during his or her initial interviews is being called back for further interviews and this can be made possible by bringing their own thoughts to the interview and by not asking questions excessively.
Talk About the Success of Their Team: They should be open to coaching and be accepting when shown that their experience does not make them as unique as they believe they are. While many such candidates have skills that make them stand apart, a significant number do not and such candidates must acknowledge this when needed if they want to grow professionally. They should be willing to work on the skills they lack and make themselves more marketable if needed. An ideal CXO candidate is one who talks about the success of their team and not only of personal success.
Connect With Leadership Consultants: One of the biggest mistakes a CXO candidate can make is not cultivating relationships with recruiters. Many C-level candidates don't respond to emails or calls made by recruiters because for the moment they don't need the recruiter's services. C-suite candidates should realize that everyone will need another job at some point in their life and developing relationships with recruiters is a way to ensure they get the right information and support when they search for a new job. Hence CXO candidates should remain in regular touch with leadership consultants.
Every candidate must realise that they must allow a company to judge whether they would be a good fit for a company. Also, knowing that everyone, including themselves will need to search for a job should make CXO candidates want to cultivate relationships and be more accepting of coaching.
