Applicants: DO NOT Overlook This Import Job Search Warning

+PLUS: Importance of a Strong Leadership Persona

There is a tendency amongst job seekers to hold back on asking too many direct questions, even when the online job postings detailing credentials and other specifications are lazy briefs and summaries without meaningful detail.

Holding back on asking important but tough questions is a bad idea, a very bad idea!

As talent acquisition transforms itself from a flawed transactional process to one in which computers will make more of the sourcing and initial screening decisions regarding who advances and who does not, job applicants must be vigilant and focused.? Disabuse yourself of the idea that asking probing questions of the prospective employer is somehow disrespectful or intimidating.? Be professional at all times, but if they feel your questions are too direct (asking about information they would rather not disclose), then the chances are these are people you do not want to waste your time with, much less work for.

As the recruitment process shifts and the executive job market remains tight, you cannot afford to make a wrong decision regarding an offer, hoping that everything will work out.? It rarely does.? Be deeply honest with yourself.? In my 27 years of recruiting, I found very few executives who could overcome a stacked deck.

Keep in mind that many companies are loathe to talk about their dirty laundry. Do not take anything for granted.? For example, if you are being hired to drive change, pin down the hiring authority — an executive or the board — as to what timeline they have for the pace of change. Do not assume anything.? You must have a consensus!? ?

Cultural mismatches and executives getting out in front of their skis are two common reasons that executive employment ends suddenly and badly. For context, today, 40 percent of executives and senior directors who are recruited for a new assignment do not last 18 months, according to several boards.? This trend has been constant since the mid-1990s!

Here are some of the questions you should be asking. ? These are crafted for senior managers and executive applicants:

1. Describe the culture of the organization and how it manifests itself daily. If the interviewer’s answer is so brief as not to reveal useful insight — for this issue or any other question, use this technique:? That’s interesting, tell me more…”
2. Why is this position open — is it new? If not, what happened to the incumbent?
3. What is the turnover in the (department, division, or enterprise)?? If it is high, ask why.
4. What does the most recent employee satisfaction reveal? If this department is customer-facing, ask:? What do the customer satisfaction scores show?
5. How has this department performed against budget and other? KPIs over the last 12 months??
6. Where are the opportunities for improvement within the (department, division, or enterprise)?
7. How would you describe the financial performance of the (department, division, or enterprise)?
8. For senior executives: Describe the company’s performance over the last eight years Quarters).
9. How many days of cash-on-hand does the business currently have?*
10. How will you define success for this position in the 180-day and at fiscal year end??

+PLUS: Importance of a Strong Leadership Persona

Big, common applicant mistake:? that experience and accomplishments will speak loudly and clearly for themselves. Nice thought, but no cigar.

The competition for executive employment is intensifying. ? Without a compelling case, you will struggle to win.

Check our group coaching videos at GuidingYOURCareer for more information on this important job search hack.