Given that the pressure from the hiring company does not encourage in-depth evaluations the motives for accelerating a candidate's progress is understandable. The hiring authority should therefore take special care when interviewing these applicants, because the difference between action and activity is blurred by the urgency to fill the job. This form of search assignment usually involves several hundreds of hours of investigation and extensive interviewing and analysis. Where used the executive search firm is regarded as an extension of the hiring authority, and it is its responsibility to insure that only the most qualified candidates are presented for serious second-level interviews. Talent, much like loyalty, is a two way street.
Many interviewers fail to recognize that they are conducting executive interviews.
The tables are subtly turned without him even knowing. The irony of this situation is that, while the corporate interviewer believes he is using a multi-candidate selection process to identify the best candidate, he is unaware that the process is being used against himself. Final thoughts on interviewing. No matter what level you are screening or interviewing for, it is always best to read the application or resume in advance. By formulating a series of questions for the applicant you will give yourself an edge, and in stead of thinking up questions as you go, you will be able to observe the candidate's reaction during critical parts of your evaluation.