Although the hiring process for any employee will include certain steps and considerations, these elements are critically different when it comes to executive recruitment and hiring. Decision-makers within the C-suite must find candidates with skills that align with current management process but will also represent a good fit with current staff members.

Any missteps with executive recruitment and hiring could mean bringing someone on board that doesn’t have the right capabilities, and having to start the whole process over again when things don’t work out.

In order to avoid this expensive prospect and find the right candidate, there are certain things that CEOs look out for specifically during the recruitment process. As a candidate for an executive-level role, there are a few things to know that can help you pursue your next opportunity.

What traits do CEOs look for?: The basics

There are certain character traits that are must-haves for professionals seeking executive roles. No matter the recruitment team or industry in which the organisation operates, having and being able to demonstrate these traits will help put candidates on the short list:

• Professionalism. Above all, candidates should be have a professional persona, from their clothing to the way in which they answer interview questions.

• Confidence, especially in decision-making. CEOs will prioritise professionals that are sure of themselves. This is particularly important when it comes to their thinking and decision-making skills – candidates that appear indecisive or wishy washy are typically very quickly eliminated from recruitment considerations.

• Motivation, and ability to self-monitor. It’s not enough to simply be bold and driven. Today’s CEOs are also looking to recruit those that are goal-oriented and able to push themselves on to the phase.

• Flexibility and adaptability. The current business landscape is changing all the time – from the emergence of new technology, to changing industry regulations that businesses must adhere to. Recruiters seek candidates that can keep up with this type of fast-paced environment, and be flexible enough to accept changes while being adaptable in the way they shift toward new goals or needs.

Other traits, including those related to communication and personal skills, strong leadership and experience, are critically important as well. Candidates that are able to show their skills during interviews – such as having anecdotes ready about times in which certain skills enabled them to solve an issue or make improvements – will be highly valued.

Beyond the obvious: Skills and talent below surface-level

In addition to the above capabilities and character traits, CEOs also want to look deeper into candidates skills and talent.

Performing well under stress, for example, can help professionals stand out from other candidates. This is especially important as more recruitment leaders and CEOs create atypical interview processes. As opposed to a traditional sit-down, question-and-answer style interview, some hiring managers may ask that candidates deliver a mock presentation, or provide a 30-day business plan. Some interviewees also appreciate role-play exercises where candidates can demonstrate their skills in difficult situations. Being able to deliver on these expectations despite the high-stress situation well help show the CEO that particularly candidates are well-suited for an executive role.

It’s also key to have an understanding not only of the employer, but the industry in which the organisation operates in. This is true whether or not candidates have experience in that particular sector. It’s especially helpful to perform some due diligence and research the business, its industry and the challenges other companies might face in order to demonstrate a keen understanding of the company’s needs.

In addition, professionals that are proactive about executive-level opportunities – especially when the CEO and recruitment team is looking to hire from within – can make a particular impact on decision makers. Participating on more advanced projects or initiatives, and building one’s skills through higher education, mentorship or certification programmes can demonstrate potential candidates’ interest.

Finally, it can be especially helpful – and particularly attractive to the CEO and hiring manager – when candidates have a strong professional network. Including these connections as references on the resume is a good start. Experts also recommend following industry leaders on social media or subscribing to professional blogs as a way to digitally connect and grow one’s network.

CEOs and recruitment managers won’t want to waste their time on candidates that are just average. The hiring process for executive roles is typically much more involved than that for mid- or entry-level roles, but the time and effort can considerably pay off.

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