When applying for a position at the C-Suite level, it’s safe to assume that a single interview can make or break you. While you've probably sat in on many interviews throughout your career, it’s a little different when the roles are reversed.
We all think we know better and won’t make rookie mistakes, but even the most seasoned candidate can let a few things slip through the cracks if they’re not careful. Here are five red flags commonly found in potential C-Level candidates and ways to avoid them.
1. No Personal Weakness- When a promotion or job change is at stake, you want to do everything possible to ensure the company sees you as the best fit, which of course, involves a little self-promotion. But, like anything else, there can be too much of a good thing. Presenting yourself as introspective and self-aware is exactly what potential employers are looking for. No one is perfect, and you certainly aren't expected to be. Demonstrate that you’ve grown through mistakes to highlight your flexibility, drive, and ambition.
2. History of Job Hopping- Employee turnovers are costly, which is why too many positions on a resume can be a red flag. Some may wonder if this is a pattern that will repeat itself. Companies seek long-term, tenure-track employees at the C-Suite level. Show your vested interest in longevity to increase the odds of being hired.
3. Only Looks Great on Paper- This is a tough one! Top-tier prospects spend a great deal of time tweaking resumes and prepping for interviews. However, many can't back things up with supporting numbers, project processes, and detailed accounts of business transactions. Questions in these categories will inevitably arise, so prepare ahead of time. Strong leaders can give detailed summaries of their work history—what’s written on paper is just one small part of your overall portfolio.
4. Weak References- Successful people surround themselves with other successful people and industry leaders. These connections are crucial to your potential impact on a prospective organization. Be sure to not only list these references on your resume, but share a little about their impact during your interview.
5. Too Much "Me” Not Enough “We”- A strong leader is only as good as their employees. Corporations want candidates who prioritize putting others in place to achieve success and are not solely focused on individual accolades. If you can’t demonstrate ways you've prioritized and enhanced team achievements, this could negatively represent your leadership style. Give credit where it's due to show you're a strong team player!
Companies will do whatever they can to avoid hiring the wrong person, so give them every reason to believe you’re right for the job. If you’re an impact player, we’re ready to help you make your next career move. Visit our website to learn more or see a list of current candidate spotlights.
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