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How Do You Recruit Good Senior Managers


When recruiting for your senior management team, it's very important that you're able to proactively identify exceptional leaders during the interview process. After all, hiring talented leaders in your company is crucial for future success.

Tips to recognize top managers during the application process

We all want leaders in our organizations who are able to not only implement but also create; leaders who can innovate and take our organizations to the next level. But unfortunately, these really great leaders are sometimes hard to find.

What are the most important characteristics of strong leaders? And how do you identify these characteristics during the job interview? In this article we will address these questions and give you 6 tips to identify major leaders during the application process.

1. Is the candidate professional?

Above all, all leaders are professional. In addition to being an undisputed expert in their field, they always do the basics well: they arrive on time, guide and support others, are proud of their work, have a positive attitude and so on. A professional leader is a strong example for all members of the team, who in turn copy this behavior.

During the interview process, look for candidates who dress professionally, who are clear, consistent and credible in their answers, who take notes and radiate an interested and open body language.

2. Is the candidate result-oriented?

A strong leader will work in a methodical and strategic way, focusing on the most important tasks. They will encourage their colleagues to work in the same way. They constantly strive to complete the tasks that have the greatest and best impact on the business first.

During the interview, ask for examples of how the candidate in a previous role has been of added value or how he / she has delivered results. For example: what valuable initiatives have they rolled out, how have they managed to attract new customers and have good relationships established? This information will tell you a lot about the ability and focus of a candidate to achieve results.

3. Is the candidate inspiring?

Great leaders are sublime motivators and are seen by their team as an inspiring figure. They have an innate ability to get the best out of everyone, and inspire the team to strive for collective performance. They do this by understanding individual needs and ambitions and taking this towards a common goal. These leaders understand that no one is the same and that different employees need to be stimulated in different ways.

During the interview, ask the candidate how current employees would describe his or her leadership style and ask them to give an example of how they have inspired a member of the team.

4. Does the candidate take responsibility?

It's important that the candidate is able to take responsibility for his or her words and actions. Leaders who are able to acknowledge their own shortcomings and mistakes will receive respect from the rest of their team, and it promotes a greater sense of collective responsibility. Good leaders don't waste their time hiding the truth and pretending to be better. By recognizing exactly what they are missing, leaders are able to set up a team with individuals who complement each other.

During the interview, ask the candidate for an example of when they failed in a management role and how they dealt with this situation. Another good way to assess accountability is to ask the candidate which skills and competences need improvement.

5. Is the candidate influential?

Leaders can't be expected to be able to influence everyone individually if their team consists of tens, hundreds or even thousands of people. That's why true leadership is being able to influence a large number of people at the same time. If a leader can make the team aware of a set of common goals and principles, a company will always be able to grow a lot faster.

During the application process, ask the candidate to give an example of how he or she has influenced a large group of people in order to achieve a common goal.

6. Does the candidate have a good intuition?

Exceptional leaders have the ability and confidence to make intuitive, and sometimes risky, decisions. Sometimes remarkable decisions are made based on gut feeling, regardless of the results of reports and analyzes. This intuition almost always stems from years of experience and isn't learned, in most cases this is an innate ability.

During the interview, ask the candidate to describe a situation in which he or she made a risky decision that paid off. You can also ask the candidate which types of decisions he or she finds the most difficult, or have them tell about the time he or she had to make a decision based on little information.


Ask for references from former employers. In addition, it's highly recommended to supplement the interview with a psychological examination. This assessment can help you make the right choices, after all, defining a talented leader for your company is crucial for future success.

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