Tell me about the most prestigious placement you have made in your executive recruitment career.

"Just this year, I placed a heart surgeon with one of our state's most prominent children's hospitals. It felt amazing to learn all the ins and outs of her position, to help her land a job closer to her family, and one that offered work truer to her passion, which was helping children. I believe that particular job placement will be my favorite for many years to come."

This question is an interest-based query. What you tell the interviewer will show how excited you are when you talk about your most significant career wins. It will also show the interviewer the level of candidates and clients you are working alongside. Give some details on the most prestigious placement you have made in your executive recruitment career, and don't be afraid to give yourself some kudos!

"About 80% of my work is in the finance world, and the most prestigious placement I have made is the CFO for a multi-billion dollar tech company. I learned so much about the tech world; it was mind-blowing. This particular search was on a retainer, and I had a highly targeted list containing the top CFO names in the industry. I experienced some significant and career changing conversations during that particular project."

Walk me through your approach when asked to poach a specific executive for your client.

"I believe poaching is the name of the game in executive recruitment. Frankly, if a corporation does not want to lose their top people to their competitors, they should make sure their overall employment package and experience is the best in their industry. If a client asks me to approach a specific person, I certainly will, but I will also encourage them to compare to at least two other candidates. Competition for a role should be fair. In my opinion, the recruitment process is always the most effective when you can benchmark candidates against one another."

In recruitment, the term poaching refers to the act of decidedly pursuing top talent from a competitor. For instance, if Microsoft recruiters were given instructions to lure employees specifically from Apple, that would be poaching. In some regions, this act is considered illegal. In other areas, it's an ethical grey area. In other parts of the world or some industries, its expected and understood. In a highly competitive industry, poaching may be a regular practice as corporations want to employ the best of the best. Discuss if you have ever been asked to poach a specific person for your client, and what your approach may be.

"When I first started in recruitment, there were many 'no poaching' agreements between corporations, as a formal truce. Then, the US Department of Justice abolished this practice, realizing that these agreements were holding talented people back from growing in their career. Now, I have no problem poaching candidates competitively. The method needs to be transparent and ethical, but I will approach candidates that my client requests explicitly."

How do you react when you and your client disagree on the quality of a candidate?

"This type of scenario can be especially challenging when working on a contingent fee structure because we want to fill the role quickly and earn our fee. Sometimes clients need to be reminded of what the marketplace is offering, based on the salary they are willing to pay. If a client disagrees with the quality of my candidate, I am sure to remove any emotion from the equation and come back to them with facts and results from data analysis and benchmarking. When a client can compare scenario A, B, and C, they are much more likely to make an educated decision and see your position more clearly."

There will be times when you think you've hit the jackpot and found the best candidate possible. You excitedly present the candidate to your client and whomp whomp...they don't feel the magic in return. The interviewer would like to know how you would handle a situation like that. Rather than becoming upset, sulky, or disappointed, show that you pick yourself up, realign client expectations, and keep going!

"I know that not every client will see what I see in a candidate. Rather than focusing on a hard 'no,' I will ask the client to tell me specifically what they felt the candidate was missing. Their response may be a trainable skill or attribute or something that I did not uncover in my candidate, allowing me to go back and dig deeper with that person rather than eliminate them from the competition. It's important never to take rejection personally. I am a problem solver so when a client and I disagree on the quality of a candidate; I want to know the hard facts versus the feelings behind their decision."

How do you plan to broaden your consulting skills, and your business development skills over the next 12 months?

"My current company offers one paid professional development opportunity per year, so this year I took a course from Janek Performance Group on cold calling. After taking that course, my job order percentage increased by 20%. It was incredible to see what I had learned, in action. This year, I would love to return to the academy and take a course on overcoming objections."

The interviewer is asking about your plans for professional development when it comes to business development and consulting. Sales and prospecting techniques are often changing, and the hiring authority wants to see that you put in the effort to learn and grow in your career. Discuss what you plan to do this year to develop your skills as an executive recruiter further.

"I read at least one new book per month on leadership, consulting, and effective project management. I certainly plan to continue with that habit. For my business development skills, I recently joined an online course from the Grant Cardone Sales University called Theory of Closing. In this course, I will learn what makes or breaks a close, how to shorten the sales cycle by 50%, and how never to use price to negotiate again. I am looking forward to this."

Do you consider yourself a persuasive person?

"I can be persuasive when it comes to helping my clients to understand the logic behind my candidate submissions. It's important to lay out all data, showing my client the complete picture. I have a persuasive case built for each candidate before I even send them to my client. It's almost like how a lawyer preps for court. You have to be able to change minds from all sides and angles, to be a successful executive recruiter."

The art of being an excellent communicator is also having the power of persuasion when necessary. There is a difference between persuasion and debating - or even convincing. Persuasion is used when you want to influence someone rather than tell them that they are wrong, and you are right. As you know, executive recruiters are well-trained and highly persuasive professionals. The power of persuasion is essential if you are pitching a candidate to your client. It is also a helpful skill when you want to gain momentum with your coworkers or have your boss better understand your approach on a staffing project. It is not a negative thing to be persuasive. Talk to the interviewer about whether or not you consider yourself to be a persuasive individual.

"Persuasion is a key skill of an effective executive recruiter, in my opinion. Have you ever read the book, 'Pre-Suasion,' by Robert Cialdini? He speaks of the science in persuasion and that there are significant moves to be made before ever asking someone to do something on your behalf. This book has greatly influenced how I use persuasion."

When interviewing a candidate, what is the most important question you could ask?

"One question that I always ask, no matter the role my candidate is seeking, is 'Describe for me in detail your ideal opportunity.' This question puts the responsibility on them to tell me, very specifically, what they seek in their next opportunity. I ask them to include the workplace environment, team size, location, type of industry, amount of travel, and more. If their response feels like a solid match, only then will I submit their executive summary to my client."

There are a plethora of essential interview questions that, as a recruiter, you could ask an executive. The most crucial first step is for you to ensure that the opportunity you are presenting is a fit for your candidate. If you do not vet your candidate correctly, they could be a big disappointment to your client; making you appear unprofessional and inexperienced. Show the interviewer that you are capable of digging deep in your candidate interviews.

"I have a no-fail question that I ask in most interviews, and it's 'Why would you accept this job over any others you are entertaining?' See, I want them to desire the role genuinely. If they cannot show enthusiasm for this position, I will eliminate them from the competition right away."

How do you quickly learn industry terminology for roles that are new to you?

"There have been times when I have been asked to find a particular profession in the medical industry, and I truly have no clue what the job title even means. For instance, last month a client asked me to find a Perfusionist. I took the job order, then immediately conducted some research using Google, and medical journals online. It turns out that Perfusionists are the people who operate the heart and lung machines while patients are in surgery. I began by researching schools that offered the Certified Clinical Perfusionist (CCP) credential, and started making calls from there."

As an executive recruiter, you will learn about topics, and job types that you may not have even known existed. Rather than telling the client that you don't know where to start with their project, you want to have an attitude of receptiveness, and be ready to learn. Discuss with the interviewer how you go about learning industry terminology for roles that are new to you. If you have a specific example, that's a memorable way to respond.

"A Space Psychologist has been, by far, the most interesting and specific assignment that I have taken on for a client. Of course, I knew how to recruit talented Psychologists but truly, had no idea there was a specialty for Space Psychologists. Rather than appearing intimidated by the ask, I dug into research, wrote down a lot of questions, and called some qualified Psychologists that I knew. Space Psychologists help selection panels decide which astronauts are best for a mission. It's a critical and interesting job that I was thrilled to learn about."

You will face very senior professionals in this role. How do you embody poise and professionalism?

"I make sure to embody poise and professionalism in a few different ways. First, I dress the part. You will never find me outside of a suit, regardless of casual Friday's. I am sure to be knowledgable and well researched before any meeting. I am respectful, never interrupting my client, and I use the time they give me with utmost efficiency."

Executive recruiters work hard to poach and place candidates such as doctors, lawyers, CEOs and other people of high stature. The interviewer needs assurance that you can fit in with this crowd, be influential, and persuasive. Now, an esteemed surgeon may not want to hear what you say if you trip over your words or are unkempt and disorganized. The first thing you can do to make an impression of poise and professionalism is to show up to your interview dress appropriately, well prepared, and well researched. Discuss the ways you ensure to embody professionalism every step of the way.

"I am accustomed to working with high-level professionals and have never had an issue blending in at the executive level. I dress sharp; I spend time digging deep into learning about the economy and government."

Tell me about your experience in pitch preparation and giving presentations to groups of decision makers.

"I recently took a training course in writing pitches. It was called 'Pitch Anything' by Oren Klaff. This course changed how I approached nearly every meeting. I now go into a presentation with a much clearer idea of my purpose, being more persuasive, and close more deals than ever. Most of the people that I present to are the decision makers in the organizations with which I collaborate. These groups may include the c-suite and often the human resources department."

Executive recruiters will often have to pitch new clients or give presentations to existing ones. These presentations may be to sell your idea for a staffing plan, a new talent attraction strategy, or to pitch a new candidate. Show the interviewer that you have experience in pitch preparation by discussing the types of meetings you have led in the past. Talk about the kind of people you have addressed, meaning their job titles. Also, if you have taken any training in pitching, or even designing presentations, it's great to mention those skills.

"Throughout my career, I have created pitch decks and given presentations dozens of times. If you would like, I can send you a former pitch deck so that you can see the style that I utilize in my meetings. I am comfortable with public speaking and addressing rooms full of decision makers."

How do you use data and analytics in your recruitment process?

"As an executive recruiter and consultant to my clients, my recommendations must always lead with research and reliable analysis of my clients' business sector and pain points. I am sure to check out their competitor performance and then leverage those insights to create a strategic approach for my client. Many recruiters rely on their intuition, which is an essential factor in the process; however, should not be 100% of the work. Most recently I helped a client to reduce their workforce by replacing three low-performing employees with one full-time and one part-time staff member. My client was thankful that I took the time to analyze their issues before recommending they continue to overstaff."

As an executive recruiter, your clients will respond best to your recommendations if they link to data. Show the interviewer that you understand how to use analytics in your recruitment process correctly. If possible, give a specific example of a time when the use of data and analytics led to a successful placement.

"I will use data and analytics when it comes to benchmarking and helping my client to forecast their hiring needs. I also use analytics when taking on a new job order. I first calculate how many new applicants I will need to attract, how many of those I need to interview, and how many I have to send my client, to make a hire."

How do you maintain relationships with your clients?

"My mantra is 'What can I do today, to support you?' and I ask this of my clients on a regular basis. Repeat business and referrals truly drive my business, and those only come from excellent client delivery. Great rapport starts with the ability to take and implement feedback. From there, I build relationships through active listening, ensuring that I always deliver on their needs over my own. I will never send a lousy candidate to my client, to fill the role. My clients recognize that integrity and appreciate that I never waste a minute of their time."

As an executive recruiter, your clients will be very busy people who are often challenging to reach. Or, they will be HR department heads who have so much going on, they do not have time for small talk or going out for coffee. Happy client relationships are everything to an executive search firm, and the hiring authority wants to see that you are capable of maintaining their well-established client relationships while also creating new ones. Recruitment is a competitive industry with many staffing firms vying for exclusivity with their clients. As you know, exclusivity can only happen when your clients are thrilled with your service and have an excellent rapport with you. Discuss the ways you ensure the best client service.

"I have a system of checking in with my clients on a weekly basis. My check-ins are not always to ask for a new job order but more often to see how a new placement is working out, or sending them an interesting article about their industry. The more value I add, without asking for something in return, the better they will trust me to understand their needs when it comes to talent sourcing."

In which ways do you act as a partner and consultant to your esteemed clients?

"I always pave the right path with my clients by first ensuring all details are correct when it comes to the job description and what the offer will contain. When we have solid groundwork, we will have a very successful partnership. By taking this initial step, I can advise my client if I feel their expectations misalign with the market or competitive analysis. I will advise on salary after spending time benchmarking, and I react promptly ensuring they always feel the support of myself and my research team."

Executive recruiters act as consultants and project partners to their clients. For instance, a client may need you to approach a surgeon for their hospital, whom they've had their eye on for three years. You cannot just call that physician and offer them a job. First, you have to help your client form a strategy and then execute that plan in agreement. The interviewer would like to know the different ways that you collaborate with your clients, ensuring they receive only the best experience from you at all times.

"I act as a hiring partner by respecting all candidates who apply, ensuring that I act as an extension of my clients' HR department. I remain abreast of the concerns and hot topics in their industry so that my recommendations and analysis are not one-sided or uneducated. Also, I never treat their search exactly like I treat another. I make sure to spend time listening to my clients' needs while learning the ins and outs of their company. Then, I create a search strategy based that customized information."

How often do you look for opportunities to approach potential new clients?

"So far this year, I have acquired four new clients and have taken on 18 new job orders. I first look for new opportunities with existing clients, or clients who have been silent for some time. Next, I will ask for referrals from my active clients and then perform warm calls. I look for new opportunities every day, as business development is a key component to my success as an executive recruiter."

At the executive recruitment level, business development is a job expectation. The hiring authority wants to see that you always keep your eyes open for opportunities to gain new clients, or to revive a client who has not had a project with you in some time. Discuss the ways you approach opportunities. Be sure to show that you are enthusiastic about business development!

"Keeping my eye out for potential new key accounts is second nature to me, at this point in my recruitment career. There are opportunities everywhere, and I enjoy finding new ways to acquire new business."

In which ways do you lean on your formal education, as an Executive Recruiter?

"When I first began in recruitment, I had just completed my Bachelor's degree in International Business. I learned a great deal about how operations work globally, which was very helpful. Recently, I completed my Executive MBA online, giving me a further advantage as an executive recruiter. My ability to analyze data and present strategy to my clients is much stronger now, and I feel like a better consultant and talent acquisition partner."

Most executive recruiters will be required to have a degree. Many recruitment firms will also look for an elevated degree, dual degree, or MBA. Often, you will be working with the upper echelon of their industry, including surgeons, judges, and lawyers. For this reason, it's essential that you are well educated. Walk the interviewer through your education and discuss why your post-secondary experience is helpful to you as an executive recruiter.

"I have a Bachelors Degree in Finance which has helped immensely in my recruitment career. I can quickly calculate numbers, help my clients form a strategy around their hiring budgets, and assist candidates to manage their financial expectations. I have a thumb on the pulse of the economy and understand all that is going on, economically speaking, thanks to my post-secondary education."

Executive recruitment requires a lot of high-end selling. Do you have any sales training?

"I have taken a couple of Dale Carnegie sales courses including 'Winning with Relationship Selling' and 'How to Cold Call and Build New Customers.' The greatest things I learned were how to take the stress out of cold calling when looking for new clients, or shopping a candidate to an important new client. I built my confidence through these courses and am better at appealing to my clients' high-end needs."

Many executive recruiters will bill their clients upwards of $50,000-80,000 per placement. The sales process is no joke, and your work has to be perfect every step of the way. You will likely handle everything from client acquisition, business development for new job orders, finding the right candidates, placing them, and all the documentation required in between. Many of these tasks require the same skill set that a well-trained luxury sales person would have. Discuss any sales training you have, and how you believe it will help you to succeed in this role. If you do not have any sales training, you could ask the interviewer for recommendations of online sales courses, or other helpful resources to grow your sales skills.

"I have valuable on-the-job training related to cold calling and discovering a clients' need. I was the highest billing executive recruiter and researcher in my previous role, despite my lack of formal sales education. I also read many books on sales, relationship building, and leadership. These books have added significant value to my sales process. If you have recommendations on where to start, as far as online sales courses go, I would love some suggestions!"

Tell me about your experience making project bids and completing RFPs.

"I have helped in the bid process many times, providing compelling data and analytics that have helped our agency to win large bids with international clients. I have some training in technical writing; however, our agency utilizes an outside agency when it comes to finalizing formal applications and bids."

If you do not have exclusivity with your client, you may have to put in annual bids or fill out requests for proposals. Most of the time, the agency leader or corporate office finalizes these; however, there are times when you may need to get the job done, or at the very least, assist with collecting the data for the proposals. Discuss any exposure you have with bids and proposals. If you have formal training in writing bids, be sure to mention that as well.

"Although my exposure to project bids and RFP's is minimal, I do understand the data that needs to go into them, to make the applications compelling. I have created a couple of in-depth business plans in my career, and I suspect bids are similar as far as their structure and style of writing."

Walk me through the types of placements you have made as an Executive Recruiter. In which industries are most interested?

"Before becoming a recruiter, I worked in medical device sales. I have a solid reach into our state's medical network and also know how to spot an excellent sales candidate. I make fantastic placements in both the sales field for any industry or in the medical industry itself."

Share with the interviewer what your specialties are, or which areas interest you the most. Perhaps you have a degree in a specific field of work. Maybe you worked in the therapeutic medical device field before becoming a recruiter, making you great at spotting terrific candidates in medicine. If the firm you are interviewing for has a specific niche, be sure never to single yourself out or talk yourself out of the role.

"When I read in your job posting that you are looking for a recruiter with a specialty in accounting, I knew I had to apply. Before joining the world of recruitment, I completed my CPA. After practicing for a couple of years, I found it a bit dry and decided recruitment and business development was a better path for me. I have a lot of knowledge on accounting systems and terms, making me a perfect choice for this opportunity. I can hold an excellent conversation with candidates from controllers to financial lawyers."

In which industry have you made the most executive placements, this year?

"I see that you specialize in high-level accounting and finance roles. This year, I placed six CFO's and another four controllers. Finance and accounting is a strong suit of mine, although I am comfortable covering a range of other job placements."

The interviewer would like to know what your sweet spot may be when it comes to making executive placements. Perhaps you have a degree in a specific field of work and feel most comfortable sourcing candidates from that particular line of work. Maybe you worked in medical device sales in the past, making you great at spotting terrific candidates in the medical field. If the firm you are interviewing for has a specific niche, be sure never to single yourself out or talk yourself out of the role by appearing one-dimensional.

"Before becoming an executive recruiter, I worked as a nurse's assistant. I have a solid reach into our state's medical network and also know how to spot an excellent medical candidate. For these reasons, I make fantastic placements in both the therapeutic medical industry and also medical device sales, as I know which questions are best to ask. With that said, I also made many placements this year in finance, IT, and energy-related roles."

Do you have experience working with expats?

"I have one client who hires three chemical engineers, every year, to work in Saudia Arabia on a large oil sands project. Finding candidates willing to go is not always the biggest challenge - sometimes it can be finding candidates who are eligible to work there. When I am asked to source candidates to relocate I will begin with discovering what the rules and regulations are for expats in that specific region. Then, I begin headhunting from LinkedIn and asking my network for referrals. I often have candidates sending me photos of their travels months after I place them."

Big corporations will often have offices in countries such as the United Arab Emirates (UAE), Germany, Australia, and Saudi Arabia. Those corporations then hire people from the United States and relocate them to those countries. These types of employees are called 'expats.' The term expat refers to someone who lives and works outside their home country.As an executive recruiter, you may be asked to find candidates who are willing to relocate. This ask is a significant one! The interviewer wants to know if you have experience recruiting at this level, with these types of requests. Discuss how you find candidates who are willing to relocate to other countries and talk about your ability to navigate the negotiations that come along with those job offers.

"Working with expats is not something that I have experience in; however, I do understand the need and have a strong idea of the challenges that would come with recruiting people to work abroad. Some of these challenges could include family logistics, language barriers, safety, and salary expectations."

How do you evaluate the job performance of an executive candidate who is under a non-disclosure agreement?

"I have an NDA that I use with my clients, showing them in good faith, that I will not share their information or discuss details that need to remain private. Sometimes that added protection makes the candidate feel much safer, and freer to speak about their achievements. I will also utilize personality tests and other skills testing, to see where a candidate truly stands. Particular behavioral questions can be asked as well, to give me an idea of the character the candidates holds, and if they will be a good cultural fit for my client."

Many higher level executives will be under a non-disclosure agreement, disallowing them to put specific numbers, percentages, goals, targets, and achievements on their resume. These agreements may also stop candidates from speaking as freely as you would like when you are interviewing them. Talk to the interviewer about the other methods of evaluation you can use when working with clients under a non-disclosure agreement.

"When evaluating the job performance of an executive who is under a non-disclosure agreement I can use skills testing, job performance predictor tools such as DISC or Myers-Briggs. I will also rely more heavily on reference checks and social proof."

Do you have experience leading junior associates and researchers? What skills and characteristics make you a strong leader?

"To me, a leader is someone who is enthusiastic, knowledgeable, adaptable, and open. A leader wants to nurture others to their fullest potential, and it is something I sincerely enjoy doing with my team of junior associates. Currently, I lead a team of two associates, one researcher, and one part-time intern. I love to be an example to follow and help guide others to bettering themselves and their careers."

Many executive recruiters will have a team of junior associates working with them, helping with research, business development activities, initial interviews, phone calls, and documentation. The interviewer would like to know what you consider to be strong leadership qualities, and if you are comfortable leading a team of junior associates and researchers. When describing leadership qualities, try to avoid general terms and give some unique ideas. Some leadership qualities may include: - Confident - Optimistic - Encouraging - Accountable - Engaged - Passionate - Integrous - Loyal - Charismatic

"I have taken many workshops and courses to improve my leadership skills over the years. My leadership qualities are best summed as dedicated, attentive, and motivating. In my current job, I lead a team of four people. I like to recognize my junior associates' small wins because that motivates them to continue achieving."

How do you contribute as a thought leader in the executive recruitment industry?

"For the past six months you will see that I post my own written articles on LinkedIn on a weekly basis. It's important to me that I can get my thoughts out, ask questions, show my network what I have learned, and contribute to the executive recruitment conversation. I enjoy writing these articles and am always thrilled when someone comments to deepen the discussion, or shares my posts to their network."

In our content-rich world, you need to remain on top of your game to be a thought leader. Some ways you can achieve this is to consistently put out fresh and engaging written content on platforms such as LinkedIn. You can regularly share articles that add value to your network, as well as send helpful resources to your clients. Reading and educating yourself is pertinent to remaining in-the-know in your professional industry. Display to the interviewer that you are an active contributor in your industry.

"I am always reading and educating myself so that I can have highly intelligent conversations with my clients. I contribute as a thought leader by sharing important content, sending resources and tools to my clients, and being prepared with educated thoughts in conversation versus just an opinion."

What sales methods work best for you when approaching new clients?

"I know that the best way to approach new clients is with data, results, and proof of past successes. Before approaching a prospect I will gather interesting numbers and facts related to their industry, and similar searches I have performed in the past. I will then email the prospect a customized report and ask for a few minutes of their time, for a follow-up call. When a relationship begins by adding value, it's much more likely to flourish."

Many sales techniques are available to recruiters looking for new clients. The interviewer would like to see that you have strong business development skills and abilities. As an executive recruiter, your wage may be on the number of placements you make. These calculations mean that the more job orders you have, the better chance you will make placements; thus, earning a commission. Show the hiring authority that you are hungry to win and that you deploy the best sales methods when it comes to approaching new clients.

"When I am ready to approach new clients I always ask for referrals from my existing clients. I use testimonials regularly as well. There's nothing like the power of proof when asking for new business. I am also skilled in research and will find the biggest pain point of a particular company or department, helping to show them what I can do for their talent pool. Another technique that I use is to shop my best candidates to other companies, providing them with a teaser and then ask for a meeting or to make an introduction."

Tell me about a time when you had to make a decision without all the information you needed.

"As an executive recruiter, ambiguity is a large part of my daily reality. I always do the best with the information I have to keep projects moving. I often find myself making decisions wishing I had just a little bit more data. In these cases, I look at everything I have, create what-if scenarios for several variables and select the best possible option."

The interviewer wants to hear more about your decision making and critical thinking skills. Many times, a client will call you with a new job order, without giving you all the details you feel you need. Maybe you take the job order but then realize that you forgot to ask if the client would consider relocating a candidate, or you didn't gain clarification on the tech skills they would prefer to see. Keep your answer career based and discuss a decision you made where you may not have had all of the pertinent information. The interviewer would like to see that you can use logic to make a sound decision. Show the interviewer that you are capable and confident when it comes to independent thinking and decision making. Be sure to include the success you saw in your sound decision making.

"Often, our clients are vague on their needs because they don't fully know themselves what they seek. I have had to fill in the blanks many times. I always know my clients well so I am comfortable making executive decisions when they cannot."

What are your salary expectations?

"Currently, I earn a base salary of $75,000 per year, plus commission on all placements. I want to earn slightly higher in my next position, as I have additional certifications and achievements since my last salary negotiation took place."

When you change positions, you want to see an increase in wage. Most interviewees will typically aim for a 7-15% increase for each time they change jobs. This range offers room for negotiations with the new company. This percentage increase reflects economic inflation, unique skills you bring to the table from the last time you joined an organization, and an increase in responsibilities. In many states, it is now illegal for hiring authorities to ask about your current earnings. Regardless, a question like this will give the interviewer a solid idea of what you are hoping to earn, and will likely come up in one form or another. The best way to discuss your salary expectations is to use your current earnings as an example if you are comfortable doing so. If this makes you uncomfortable, do give as many indicators as you can. Be open, and honest. Transparency is the best choice when salary based questions arise.If you are newer to your career, or the area, and are unsure of what a fair ask may be, there are many reliable salary calculators available online.

"I can share with you what I am currently earning, and where I would like to be in my next position. Currently, I am earning a base salary of $98K plus bonus 30% opportunities with every placement. Last year my earnings were $185K, and I'd like to earn above that in my next position, to reflect the MBA I recently acquired."

Have you ever worked on retainer?

"I estimate that 1/4 of my clients are on retainer. We take a retainer fee when the position is not exclusive to us, as a way to recoup expenses incurred when trying to attract the right talent for our clients. I work fast and effectively, quickly filling roles so for the most part, it does not make a difference to me whether or not a client is on retainer."

When an executive recruiter takes payment from a client upfront, that is called a retainer. Many retainer agreements ask for 25% to 50% of the placement fee upfront, which can be very costly to clients. Other types of retainer agreements can contain partial payment for work due, or payment released in milestones but held in trust or escrow. This practice occurs in very high-end recruitment where many expenses first go out, in a robust candidate attraction strategy. The interviewer is trying to gain an idea of the level of clients with which you have worked. If you have never worked on retainer, show that you understand what it requires.

"Every role that I currently take on is on a contingency fee, to be paid 90 days after my candidates begin their job. I am aware that some recruitment firms take retainers; however, I have not done so in my career. Do you take retainers here at ABC Agency? I would love to learn more about the practice of taking a retainer, and when it's appropriate."

Have you ever had a project fall apart, last minute? How did you react, and what steps did you take to recover the deal?

"I was six months into a search for a medical examiner. We had our candidate chosen, and when it came to the final offer, the candidate's wife decided that she didn't want to relocate after all. Thankfully, I had not yet closed off with the runner-up candidate. We called the runner-up in for another interview, and luckily my client decided they were the better fit in the long run. This situation could have been a disaster, but because I keep close relationships with all of the candidates I work with, we were able to save the deal."

The world of recruitment is fast-paced, and your direction can pivot without notice. Clients might pull the plug on an assignment halfway through, or your star candidate pulls out of the running at the last minute. These circumstances are ones that you cannot control; however, you can control how you react. Walk the interviewer through the steps you take when a project appears to be falling apart and how you recover. If you have a recent example, discuss what happened and how you saved the day!

"My team was working on a CEO role. Four months into the search, as we were narrowing down our top 3 candidates, my client let us know their board of directors cut the position's budget by one third. Essentially, we had to start our search over. Rather than becoming discouraged, I called our candidates to let them know the reduction in salary. Most of the candidates removed themselves from the competition, but they also offered referrals from people in their network who had the qualifications, but fewer years of experience. In the end, we were able to fill the position at the salary the client wanted, through an excellent referral. It was a great learning experience, and I am happy we did not throw in the towel."

In your experience, what is the most challenging part of working with executive-level candidates?

"I would say that aligning schedules is the most challenging factor when it comes to working with executive-level candidates. I will often work into the evening because my candidate is working late, has meetings all day, or needed to catch a flight. This scheduling can extend the timeline of a project if I let it so, for that reason, I use online booking apps such as Calendly, to arrange meeting times easily and more efficiently."

Being an executive recruiter is not all easy breezy! You are working with candidates who are busy, who travel a lot, who have many responsibilities, and who also have to exercise the utmost discretion in their job search. You may be restricted to speaking with them in the evenings, once they have left the office. Or, they may be limited entirely to email for much of the time. Discuss with the interviewer what you find to be the most challenging part of working with such high-level candidates.

"I find that many executive-level candidates get cold feet a bit easier than a middle-management candidate would. It's challenging to leave a very lucrative role for another one that you don't know so well, so I most certainly understand the hesitation that some of my candidates feel. To prevent these feelings from creeping up, I keep in close contact with my high-level candidates, answering their questions promptly, and ensuring they feel comfortable every step of the way."

What do you believe to be the most significant change in recruitment this year?

"I believe that virtual reality interview simulations are a game-changer for the interview process, especially when it comes to executive recruitment and the fact that it's difficult to always align interview schedules, for first interviews. Virtual reality technology can help with skills assessment and response analysis, helping clients to 'meet' high-level candidates faster."

Recruitment is a fast-paced, ever-changing industry. Your approach will need to change with economic ebbs and flows, workforce legislation, and other trends related to human resources. Show the interviewer that you remain up to date on trends and changes in the recruitment world. Name the resources you utilize for your news and updates. If you would like the interview to have a more conversational tone, feel free to ask the interviewer what they think will be a significant change affecting their industry, this year.

"Considering the eco-movement, along with significant changes in technology, I believe we will see a significant shift into video resumes, with a move away from paper versions. Keywording and SEO will still be important for applications such as LinkedIn profiles and personal websites; however, I feel that the traditional resume is on its way out for major corporations, in the next few years. With that said, small business will still rely on paper resumes for a long time, as they cannot afford the expensive VR technology."

When entering a new job, describe how you build relationships with your researchers, principal, and fellow recruiters.

"I understand that some relationships come quickly and others take time to nurture. When starting a new job all that I can do is be my true self and let my personality, integrity, and reliability speak for itself."

The interviewer would like to know how you plan to start relationships with your new co-workers. Due to a wide variety of personalities, coworker connections can take time to form. Give specifics to your interviewer regarding the ways you ensure a strong line of communication with your researchers, junior associates, and leadership.Here are some ideas for getting started on the right foot: - Be willing to accept feedback and help - Offer to join a committee or volunteer assistance in some way - Do not have an air of entitlement or act as though you know the ins and outs immediately - Avoid all company gossip, at all cost - Be early on your first day (and every day after that!) - Come dressed appropriately

"Recruitment professionals love to talk so, when I first start at a new firm, I ask them about themselves and what makes them successful. This method nearly always opens up the floodgates, and I can make a fast connection."

Executive Recruiter Interview Questions

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1. Tell me about the most prestigious placement you have made in your executive recruitment career.
2. Walk me through your approach when asked to poach a specific executive for your client.
3. How do you react when you and your client disagree on the quality of a candidate?
4. How do you plan to broaden your consulting skills, and your business development skills over the next 12 months?
5. Do you consider yourself a persuasive person?
6. When interviewing a candidate, what is the most important question you could ask?
7. How do you quickly learn industry terminology for roles that are new to you?
8. You will face very senior professionals in this role. How do you embody poise and professionalism?
9. Tell me about your experience in pitch preparation and giving presentations to groups of decision makers.
10. How do you use data and analytics in your recruitment process?
11. How do you maintain relationships with your clients?
12. In which ways do you act as a partner and consultant to your esteemed clients?
13. How often do you look for opportunities to approach potential new clients?
14. In which ways do you lean on your formal education, as an Executive Recruiter?
15. Executive recruitment requires a lot of high-end selling. Do you have any sales training?
16. Tell me about your experience making project bids and completing RFPs.
17. Walk me through the types of placements you have made as an Executive Recruiter. In which industries are most interested?
18. In which industry have you made the most executive placements, this year?
19. Do you have experience working with expats?
20. How do you evaluate the job performance of an executive candidate who is under a non-disclosure agreement?
21. Do you have experience leading junior associates and researchers? What skills and characteristics make you a strong leader?
22. How do you contribute as a thought leader in the executive recruitment industry?
23. What sales methods work best for you when approaching new clients?
24. Tell me about a time when you had to make a decision without all the information you needed.
25. What are your salary expectations?
26. Have you ever worked on retainer?
27. Have you ever had a project fall apart, last minute? How did you react, and what steps did you take to recover the deal?
28. In your experience, what is the most challenging part of working with executive-level candidates?
29. What do you believe to be the most significant change in recruitment this year?
30. When entering a new job, describe how you build relationships with your researchers, principal, and fellow recruiters.

Executive Recruiter Interview Questions

1. Tell me about the most prestigious placement you have made in your executive recruitment career.

2. Walk me through your approach when asked to poach a specific executive for your client.

3. How do you react when you and your client disagree on the quality of a candidate?

4. How do you plan to broaden your consulting skills, and your business development skills over the next 12 months?

5. Do you consider yourself a persuasive person?

6. When interviewing a candidate, what is the most important question you could ask?

7. How do you quickly learn industry terminology for roles that are new to you?

8. You will face very senior professionals in this role. How do you embody poise and professionalism?

9. Tell me about your experience in pitch preparation and giving presentations to groups of decision makers.

10. How do you use data and analytics in your recruitment process?

11. How do you maintain relationships with your clients?

12. In which ways do you act as a partner and consultant to your esteemed clients?

13. How often do you look for opportunities to approach potential new clients?

14. In which ways do you lean on your formal education, as an Executive Recruiter?

15. Executive recruitment requires a lot of high-end selling. Do you have any sales training?

16. Tell me about your experience making project bids and completing RFPs.

17. Walk me through the types of placements you have made as an Executive Recruiter. In which industries are most interested?

18. In which industry have you made the most executive placements, this year?

19. Do you have experience working with expats?

20. How do you evaluate the job performance of an executive candidate who is under a non-disclosure agreement?

21. Do you have experience leading junior associates and researchers? What skills and characteristics make you a strong leader?

22. How do you contribute as a thought leader in the executive recruitment industry?

23. What sales methods work best for you when approaching new clients?

24. Tell me about a time when you had to make a decision without all the information you needed.

25. What are your salary expectations?

26. Have you ever worked on retainer?

27. Have you ever had a project fall apart, last minute? How did you react, and what steps did you take to recover the deal?

28. In your experience, what is the most challenging part of working with executive-level candidates?

29. What do you believe to be the most significant change in recruitment this year?

30. When entering a new job, describe how you build relationships with your researchers, principal, and fellow recruiters.