Executive Director Search Potential Interview Questions After each

ExecutiveDirector Search PotentialInterview QuestionsAftereach question are ideas on how to parse the candidate’s responses and preparethe interviewers for evaluation discussions.Tell us why you want tolead Impact Austin.

What are the three or four mainthings that struck you about the candidate? What would you say her brand,or core message about herself, is?  Whatdoes it seem like the candidate want you to remember about her?What seem to be thecandidate’s core values?What did you feel duringand after the candidate’s response?Please offer yourassessment of our programs and services.Did the candidate do her research?  Could she not only talk about Impact Austin’sprograms, but also make an assessment? Did it seem she looked at the website or did more significant research?Was the candidate able todiscuss strategic and tactical issues?  Was the candidate’s answerbalanced or all good/bad?  How did thecandidate approach discussing a negative she identified?   Did the candidate seem open to options andalternatives?What do you believe is thekey to successful membership recruitment (or to the ultimate member experience)?Tell us a story from your experience that represents that.Howdid the candidate’s shared experience apply to the question?  Whenit comes to recruiting, retaining, and supporting members, what do you thinkare the candidate’s three or four core beliefs?What strategies would youexpect this candidate to champion for member recruitment, retention andsupport?What if anything, didthis candidate say about relationship building?How will you balance the manyelements of your role?Didthe candidate seem to understand the many responsibilities of an ED?  Did she mention balancing conflictingpriorities?Doesthe candidate have a plan to manage her time? What would one of yourdirect reports tell us about you?Did the candidate’sanswer seem genuine and sincere?Did the candidate’s responsealign with the values and needs of the position?What do you see as therole of the board in your success as an Executive Director? Can you offer us afew examples?Didthe candidate seem to understand the relationship between the board and the ED?  How did she describe interacting with theboard?  Did she mention reportingstructure?Didthe candidate address the strategic, managerial and tactical responsibilities ofthe ED?  What did she say about her responsibilitiesto the board?  What she needs form the board?Executive Directors are often”front and center” at events. What is your approach to this situation?How did the candidateinterpret “front and center?”  What rolesdid she seem comfortable with? Uncomfortable with?Based on the candidate’sresponse, how would you describe her to a colleague? What concrete methods forinteraction did the candidate share?Tell me about aprofessional failure you experienced and what you learned from it.Howconsequential was the failure described?Whatdid the response tell you about the candidate’s brand?As an Executive Director,you will wear the hats of both a leader and a manager. What is your approach tobalancing them?Howdid the candidate differentiate between leadership and management?Doyou feel ready to follow the candidate? Why or why not?Imagineyou work for the candidate.  Based on thecandidate’s response, what things do you appreciate about your “boss.

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”  What things might be barriers to yoursuccess?Let’s say we’ve hired youand six months have passed.  How will weknow we made a great decision in hiring you?Doyou feel the candidate could achieve the goals she mentions in six months?What tangible andintangible outcomes did the candidate mention?How well do the goalsalign with Impact Austin’s needs and goals?What areas of concern didthe candidate touch on, i.e. relationship building, hiring, membership,operations, endowment, grants, etc.Is there anything else you would liketo tell us?What did the candidate’sresponse say about her brand?Did the candidate includeImpact Austin in her response?How did the candidate’sresponse make you feel?  Finalthought for the candidate evaluation:If you hiredthis person what do you imagine you would say about her in her hireannouncement?


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