How To Interview For A Senior-Level Job

If you are halfway through your career and have nailed all your interviews, no matter your level, think again. You may know how to walk a recruiter through your resume, describe your strengths and weaknesses, your skillsets and communicate what makes you interested in this opportunity.

However, an interview isn’t a one-sided process. It is also about asking the right questions, at a senior level. Many experienced candidates feel that they have earned their stripes and that the rules don’t apply to them.

In today’s job market, that perspective is completely outdated. You still have to sell yourself for a position just like others who have positions further down the chain of command.

Senior-level positions require a deeper level of problem solving and leadership. The best job search strategy for experienced workers is to leverage the strengths they may have over those with less experience while ensuring they’re not unfamiliar in any areas in which younger candidates may excel.

Let’s look at a few areas of focus for senior-level job seekers.

Standing Out In Today’s Job Market

Before going in for a job interview, many senior level candidates often fall into the “I am unique” mindset” and feel they do not need to prepare much because they felt their past credentials spoke for themselves. As it turns out, things often do not work as well when you come in with that mindset.

The most important step is to come in with a plan and start with mentioning the skills you read about in the job description followed by providing examples from your background and referencing prior accomplishments or results from past roles.

For instance, if you previously worked at a small startup and now you want to transfer to a large corporation, it’s important you mention how those skills will make you successful in this new role.

Narrow Down Your Skillsets

Many experienced candidates have a wide variety of skills and make the mistake of trying to list them all. While this may make them look important and skillful, it can also make them look like a jack of all trades and a master of none.

For example, you may list operations, marketing, business development, finances and so on under your areas of expertise, and while you may have had experiences in all of these areas, it is unclear what type of position you are truly looking for.

Even roles that you may have ‘touched’ upon on those areas or even worked ‘closely’ with some teams or ‘know’ a thing or two about may seem important and necessary to you, however, on paper it does not simplify your skillsets nor make you a desirable candidate for this job.

In today’s job market, where hiring managers have a large pool of candidates to choose from, they aren’t going to try and figure which position you’re applying for.

More Than Just Being A Good Leader

One of the biggest things that hiring managers are looking for in senior level candidates is leadership. However, people tend to conflate leadership with supervising other people in a team.

When we hear the word “leadership,” our internal biases default to “managing a team” – being a role model. However, managing a team is probably one of the last requirements on the list, as most organisations have evolved to become less hierarchical, and more inclusive.

The era of top-down, “my way or the highway” leadership is over and this is where senior-level candidates need to play their part and be a key team player to get things done or lead as an example.

Beyond that, you would also need to demonstrate how you manage stress without blowing up and be able to adapt to many different changes. The ability to do many things that are labelled as important without getting stuck is a pivotal part of being a senior level employee.

Possessing all these qualities showcases your readiness and your ability to be a strong and efficient leader which will set you apart in an interview.

Ask The Right Questions and Dig Deep

Lots of job seekers are initially attracted to new opportunities because of a high salary or impressive benefits package, but it’s important to keep in mind that you are in an interview to ask smart questions that will grant you more information about the job position.

Questions such as:

#1 Which part of the position has the steepest learning curve? What can I do in order to get up to speed quickly?

#2 How would you measure my success, and what could I do to exceed your expectations?

#3 What should I accomplish in my first six months and in my first year if I take this job?

Never ask information that can be found through a simple Google search. Interview questions such as, “What does your company do?” or “Who is your competition?” make you look like you did not put in the hours to do your research and are not serious about your candidacy.

The Best Strategy

Have a look at your job search materials and ensure that you have articulated your intent and optimised your resume and LinkedIn profile with the right keywords for skillsets that match the position you are seeking. Do make sure it’s not the same as what you have done in the past.

By doing so, you not only send a clear message to the hiring managers for positions that you are applying for, but it also allows you to be found by others who have potential job positions that would be a great fit for you.

Go ahead and be proactive in reaching out to hiring managers before applying to jobs to make sure you stand out. It is not hard to learn about companies of interest and prepare for each interview individually. When in doubt, refer back to the requirements of the job details.

Ready to take the next step and dive straight into a job search? Get in touch with us at The Edge to find out how you can land senior-level job opportunities in the industry that you’re in.