8 mistakes CEO aspirants make at interviews

It is an interview call for top level jobs in an organization. Termed CXO level hiring which is essentially a job with a Chief in the designation-CEO, CFO, CIO, CTO, etc. When a candidate clears at least four rounds, if not more, and reaches the final round of interview, what leads him/her to flunk it? Firstbiz finds some common reasons that gets the almost-there candidate out of the boardroom.

From goof ups in the basics to blunders in the crucial questions, here are the most common mistakes made:

Grooming

Did you know that a lack of attention to one’s attire even at this level, has led candidates being booted out? Kris Lakshmikanth, Founding CEO and Managing Director of Head Hunters India in Bangalore, says as many as 70 percent of candidates for these posts do not dress formally.

Case: A candidate for a CEO post in an MNC came for the interview without a blazer. Though in the earlier rounds he was short-listed for the job, his lack of attention to his dress got him eliminated.

Solution_:_ Pay attention to your attire and be dressed in formals. Respect the company and the role you are being interviewed for.

Etiquette

One would think that this would be taught to candidates not only at management colleges but is also intrinsic. BS Murthy, CEO of Leadership Capital in Bangalore says this is another mistake that most candidates commit.

Case: A candidate enters the room where the interview is to be conducted, and does not wish the entire panel or shake hands with the people in the room. Then he/she sits down without being told to and does not introduce himself/herself.

Solution: The importance of manners cannot be overstated.

Overconfidence

With two to three decades of experience, the candidates feel they know everything and also show little eagerness to learn. James Agrawal, MD at BTI Consultants India (C-level hiring company for Kelly Services), Delhi, says almost 40 percent of candidates lose the job offer due to to this reason.

Case: The interview panel asks a question to the potential president of the firm, We would like to know from you how can you make a difference to the firm; and the candidate answers, I have been in this role before and I don’t really need to answer this. This is a case of ego coming into play and also indicates overconfidence.

Solution: You may feel you have `been there, done that’. However, you are still required to answer questions as clearly and precisely as possible.

Overstating facts

At times, candidates exaggerate what they have achieved. Murthy from Capital Leadership says this is a trap a candidate often falls into.

Case: A candidate was asked about his achievements in his earlier organisation and he said he had exceeded the target by 200 percent. Remember, discreet checks have been done before the candidate was called for the interview. It also raises integrity issues.

Solution: Be truthful. Modesty works.

Not being specific

When asked a question, answer to the point.Prashant Bhatnagar, Director- Hiring and Staffing at SapientNitro India, says several candidates goof up big time on this one.

Case: A candidate was asked in one of the earlier rounds about how he would adapt to a given situation and he gave a vague answer. While being selected for the next round of interviews, the company in its feedback told the candidate that he should be more specific when asked a question. Yet, in the final round, when the same question was asked, the candidate replied in a vague manner again.

Solution: The candidate should have been quick on the uptake when given a feedback. Else, the company raises the red flag.

Describing oneself

When a candidate is told, Tell us about yourself,remember this is being done only to put the candidate at ease. Do not launch into your personal history. Lakshmikanthof Head Hunters India says, many candidates are not prepared for this. If you have been to a famous school or university, mention it. This question provides an opportunity for the candidate to list his/her achievements like: I am a team player and have been so since I was in university, etc.

_Case:_While being interviewed for a top post, when a candidate was asked to say a few things about himself, he launched into a jargon-filled speech to describe his skills and went on a soliloquy about his life till that point.

_Solution:_Do not use jargon. Do not mention the long list of companies that you have worked for. Mention only key functions that showcase your competence and growth. Else, you may come across as arrogant.

Failure to adapt

This accounts for almost 20 - 25 percent of candidates being booted out. When a candidate is unable to understand the organisation’s culture and fails to adapt to it by the time the final round is done, he risks not being considered for the job.

Bhatnagar of SapientNitro says that when a candidate gets casual and familiar, the interviewer gets wary.

Case: In the final round, a candidate was asked how would he make a change in a given situation and he started off by saying, _Tum jaante ho yeh kaise hota hai._It was done perhaps to impress the interviewer. But, the interviewer took that to mean the candidate was making a lot of assumptions about the former’s preferences. This also raised concerns about how the candidate would talk to the company’s clients if he was given the job.

Solution: Be formal. Don’t get familiar. Do not break into another language other than the one being used while being interviewed.

Complain about previous employer

Around 40 percent of candidates fall into this trap. Lakshmikanth of Head Hunters, Murthy of Leadership Capital, Agarwal of BTI Consultants and Bhatnagar of SapientNitro were unanimous that this was a factor that was amongst the most obnoxious.

Case: On being asked the reason for having quit his last job, a candidate blamed his earlier boss, the organisation and its culture. This only showed him up as a person who externalised the problem and refused to take responsibility.

Solution: The candidate could say, my former boss or management and I had a different path about how to take an idea forward. So, I chose to quit. Be gracious about your previous employer and organization.