Sometimes you need to assimilate strategy and astute thinking to come up with a seamless hiring procedure. Hiring managers rely on trial and error to develop a robust interview process, but you don’t have to. Just have a look at these five tips, and you’re ready for executive-level interviewing.

To hire like an executive, first, you need to think like an executive. Two academics released an extensive meta-analysis of studies on work performance assessment strategies that spanned the preceding 85 years of research in 1998. They discovered that unstructured job interviews predict just approximately 14% of an employee’s actual on-the-job performance. Structured interviews, on the other hand, were found to be the third-best predictor of performance, accounting for approximately 26% of the variance.

two women looking at person across the table

What is a well-structured interview?

A structured interview is a method of interviewing job applicants that is standardized and centered around the specific needs of the job for which they are applying. Candidates are all asked the same questions in the same order and scored on the same scale.

Follow these five interview tips to hire just the right person based on their interview:

Test their knowledge

Test the interviewee’s knowledge of the organization by asking them how much they know about the company and about the roles they’re being offered. The right candidate would have adequate knowledge and would have done their research on the Company. You can ask questions like:

  • What do you know about our company, and why do you think you’ll be a good fit here?
  • What skills can you bring to our company?
  • How would your peers describe you?
  • Where do you see yourself in 10 years?

See if the interviewee has come prepared for the interview

The candidate should be able to make an excellent first impression. 33% of bosses say they know within 90 seconds whether they will hire someone. 

You see whether the candidate has come prepared for the job by looking at the body language and how they answer your questions. The right candidate will always have the answers you’ve been expecting. The interviewee shouldn’t be shy to showcase their accomplishments and knowledge, but oversharing is a red flag too. 

See if you can make a connection with the interviewee

Where establishing a bond is a must, you must see that the interviewee is working to make that connection with you. They should understand the company’s culture and connect with the interviewers on a personal level.

Look at the interviewee’s dressing and tidiness.

Having an appropriate dress code that is complemented by tidiness is an absolute must during an interview. You can judge a person based on their get-up. According to research, 71% of employers wouldn’t hire someone who doesn’t follow the appropriate dress code. The person’s attire should be according to the company’s culture. Unkempt hair/beard is also a no-go.

Make sure that the interviewee is on time.

The candidate should arrive at least 10 to 15 minutes before the interview. This shows that the candidate is earnest about the job and is punctual as well. “Having extra time means you can take a few minutes in the bathroom to check how you look—tuck in your shirt, fix your tie, comb your hair—and fine-tune the image that you want to present,” says Lili Foggle, a job interview specialist based in Connecticut.

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Related Statistics

  • A recent Robert Half survey shows that 49% of companies are still holding video interviews. (
  • Employers Add 850,000 Jobs The U.S. added 850,000 jobs, and the unemployment rate ticked up slightly to 5.9%. (
  • Nearly 75 percent of executives surveyed by organizational consulting firm Korn Ferry use real-time video to interview leading candidates, while 50 percent leverage it to narrow down their applicants. (
  • In fact, 88% of hiring managers say that an informed candidate is the top quality they want when interviewing, according to a survey from Glassdoor. (