At MarketPro, we speak to candidates and clients every day through our executive search practice, and we get a lot of valuable and sometimes interesting feedback during the process.
Candidates May Feel Their Interview Is Invasive
Occasionally, we will have a candidate contact us to follow up after an interview and tell us that they were asked some specific question during the interview or were asked to prepare a presentation that they felt was too invasive or was asking for too much. They tell us it appeared as if the organization or interviewer was looking for free consulting, and the candidate was concerned they would be sharing too much information or that they might be giving away intellectual property. Then they tell us that they pushed back during the interview or gave a half-hearted response because they didn’t want to give away their knowledge without being compensated for it.
This mindset is outdated and shortsighted, and I’ll explain why in a moment. But first, I want to point out that while we have not experienced clients looking for free consulting from candidates, about 7 to 8 years ago, some companies were indeed using unethical practices, which led to this kind of thinking.
Certain Silicon Valley startups would run executive searches seeking between 5 and 10 CMO candidates, asking each to write a full marketing plan for their company as part of the interview process. However, instead of hiring any of them, these companies would take the collected marketing plans and hand them over to junior associates to implement the best ideas and strategies to further their organization. These only went on for a short while and went away years ago. We are not seeing this in today’s marketplace and have not even heard about it in a year.
Even The Most Qualified Candidates Are Not Prepared For Some Interview Requests
At MarketPro, we do our best to discourage our client companies from requesting something that is very specific to their business, brand, product, or overarching marketing strategy. We prefer to keep these requests off the table, but it is not because we are concerned about ethics or the client obtaining free marketing strategies from the candidate.
Before a candidate meets with a hiring organization, they have already been through two comprehensive interviews, the first with one of MarketPros senior associates and the second with a partner-level executive, so we are very confident in their skills, background, and experience. However, our concern when organizations request these company-specific plans is that it isn’t really fair to the candidate and could potentially set them up for failure.
Despite all the research the candidate has done regarding the organization, coupled with what they have learned during the multiple-round interview process, and as much as their background and experience qualify them for the position, they still don’t have the level of detail they would need to create an adequate marketing plan. Once they had been inside the organization for 90 to 180 days, they would have time to gather the insights necessary to properly respond to these types of requests.
The executive-level interviewers and those viewing the candidate’s presentation have experience working inside the organization and possess significantly more knowledge about its inner workings. We don’t want to see the candidate’s knowledge of the company unfairly compared with someone who has been a CMO inside the organization for several years when they are only on their third or fourth interview.
The Rationale Behind The Questions
In today’s marketplace, candidates need to consider the challenges the interviewers and hiring organizations are faced with and be willing to be transparent and offer the best of themselves during the interview process. The reality is that these hiring organizations are searching for their next CMO, head of e-commerce, or performance marketing leader, and it is fully reasonable that they would thoroughly vet candidates, asking questions to ensure a good fit for both sides. By the same token, the candidate also has the opportunity to vet the organization, the culture, and the leadership, to determine if this is a good fit for them and a logical next step in their career.
Adopt A Collaborative Mindset
Candidates should realize that the further they progress in the interview process, especially when meeting C-suite executives, the more questions they will face and the more details interviewers will seek. They need to avoid thinking of this as just a way for the company to get free consulting or as an excessive demand. Instead, candidates should be prepared to give their best, demonstrate their expertise and collaborative spirit, and show humility and genuine interest in the position and organization.
The decision-makers are looking for someone with the skills and experience to benefit their organization, but they are also looking for someone they will be happy to work alongside, not someone who sounds self-serving or arrogant. So take caution not to be shortsighted and quick to push back on an interview question or a presentation request. Most of the time, it’s just the organization doing their due diligence. You don’t want to come across as arrogant or self-serving, as that won’t help you land the job.
Trust MarketPro With Your Next Career Move
As the premier marketing executive search firm, our success hinges on the success of our clients and candidates. We are dedicated to providing comprehensive support at every stage: from the initial search, through the interview process, and even after hiring. Our dedication to exceptional service extends beyond just finding the right fit for you as a candidate but you can trust that we will help you achieve your next career milestone and offer guidance throughout your professional journey.
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