Hiring for the C-Suite can be a risky proposition.

Our C-Suite Saturday group of executives recently welcomed speaker Ben Dowell, President of Chamberlain Advisors, a boutique talent acquisition advisory firm. During that talk, Ben shared several insights about the talent search process, which included this quote, "We must remember that the executive search process is as much about risk mitigation and management as it is about fit."

How can you convey that your candidacy is less risky than others? To start, take a peek at this article from Harvard Business Review for insights into how employers are advised on making riskier hires:?https://hbr.org/2021/03/when-to-take-a-chance-on-an-imperfect-job-candidate.

Next, be prepared to talk. I mean a LOT. If you have nothing to hide, then convey your excellence with credibility by listening carefully and responding appropriately, demonstrating your ability to partner and communicate, and turn the interview into a conversation with new friends (not too comfy, but with good eye contact, great listening, and exceptional questions).

While no candidate is completely without risk, your ability to connect and convey excellence will certainly make saying "yes" to you easier than saying "yes" to others.

For more tips and insights, I invite you to join my community of leaders: www.pamelajgreen.com.