The Interview
Tell us a little bit about yourself? Which version do they want—the safe one or the impressive one? What’s not on your CV? What have I left out for a reason? Why did you leave your last job? How honest is too honest?
What’s your management style? Compassionate or decisive—pick one or sound like both? How do you show emotional intelligence? How many weaknesses do I admit to sound self-aware but still appointable? What does inclusion mean to you?
Do they want a personal story or a policy answer?
How would you lead change here? Bold moves or incremental steps which do they want? How have you improved performance? Which results can I safely claim? How would you deliver savings? Do they want specific ideas or general approach?
How do you work with partners? Tell the truth or keep it diplomatic? How do you support wellbeing? Do they want tough love or just the right words? How do you engage staff? Say “listen more” and hope they don’t ask how?
Can he see what’s coming? Can he improve performance quickly? Can he cut costs without cutting corners? Can he keep staff onside when there’s less to go round? Can he make partners cooperate? Can he make the public like us? Can he deliver everything and complain about nothing? Can he do the impossible and make it look routine? Does he sound like us? Does he think like us? Does he have any idea how to do this job?
What questions do you have for us? Do I ask what success really looks like? Do I ask why the last person left? Do I ask what’s not working—or is that too close to the truth?
Have I done enough to get the job?
