Press Room

Interviewing with an Executive Recruiter: "The Answer within the Answer"

Posted on December 19, 2008

An article titled “Explaining Your Layoff to a Job Recruiter” appeared in The Wall Street Journal’s Career Journal on 12/09/2008 and offers useful information for those who have been laid off and are seeking employment through an executive recruiter. According to the reporter, Sara E. Needleman, “If you're among the more than one million workers who've been laid off this year, finding a new job will require a strategy that differs from a typical search. The competition may be stiffer than anything you've faced before, and you'll likely be asked difficult questions about your dismissal.”

As an executive recruiter who has completed more than 225 executive searches, I applaud Ms. Needleman’s assessment. If you’re one of the million workers who have been laid off and are seeking a new position, it’s very important to understand the significance that will be placed on the answers you provide to your executive recruiter’s questions. However, what you may not realize is that explaining your layoff to an executive recruiter is not meant to simply justify your professional experiences, the rationale for your dismissal or your ongoing career pursuits. It also allows a skilled executive recruiter to probe deeper into your psyche and listen for what I call “the answer within the answer.”

First of all, it’s clear that companies need capable leadership during times of business expansion as well as during times of business contraction. However, some argue that managing a business through difficult times can be substantially more demanding than managing a general business expansion. As a result, the interview process can be significantly more stringent in a difficult business environment. Furthermore, it is absolutely essential that the executive recruiter, and ultimately the hiring organization, have a very clear understanding of the circumstances surrounding your prior dismissal. Honesty is mandatory. But beyond the general facts, how you perceive your previous company, your role, and how you frame and discuss your dismissal provide valuable insights into your professional character and potential.

I believe this concept of “the answer within the answer” can best be described using a few specific examples. Therefore, consider these three questions and these various responses that I’ve received from executive job candidates. While the initial answer to each question is necessary and helpful, the executive recruiter is looking for “the answer within the answer” to thoroughly evaluate both why you were laid off as well as how you’re approaching your job search.

Question #1: Given the chance to start your career over again, would you take the same career path?

Good Response: “Yes, I’ve had a good career with consistent growth and enjoy both the people and the work. I’d like to continue along the same path with a company that needs a person or leader to accomplish A, B & C.” (Interpretation: I like what I do, I’m good at it, and I know what I can deliver for a company.)

Fair Response: “Yes, it’s a path that has provided me good opportunities and I would have stayed on this path with my prior employer except for the unfortunate layoff that occurred.” (Interpretation: I’ve made good decisions and provided good outcomes to the point I would not be pursuing or entertaining new roles if not for the unfortunate layoff.)

Poor Response: “I got to this point in my career because of various opportunities that were presented to me over the years. Who could have mapped this out? I guess I cannot tell you what I’ll be doing in the next few years.” (Comment: While nobody can accurately predict the next 5-10 years of your life, executive recruiters and companies want to hear how you have approached your career and the thoughtful decisions you made to arrive at today.)

Poor Response: “Oh, I don’t know, I’ve been laid off so maybe I should have picked another path. I just know that I need to find a job where I can count on more stability.” (Interpretation: Either desperation, entitlement or a focus on self versus providing value to the employer.)

Question #2: Why do you believe you were let go while others, possibly one or more peers, were selected to stay with the organization?

Good Response: “It was simply a case of last in first out and I was caught in the unfortunate position of being the newest among peers.” (Interpretation: The company used a simple formula that supports long-term employees and their contributions.)

Good Response if you’re in Sales or Business Development: “My client base is national and we have decided to leverage our local resources directly to significantly increase service and support during this difficult economic period.” (Interpretation: High touch service is needed at the lowest possible cost and it makes good sense to leverage local resources to provide a greater return.)

Good Response if you’re in Manufacturing, Operations, Service, Administration, etc: “We’re consolidating and closing several locations and my areas of responsibility have been consolidated into another leader’s area.” (Comment: While you need to be prepared for follow up questions on why your area was consolidated, this “odd man out” response is understandable.)

Good Response if you’re in Finance: “As a Divisional CFO I was selected to be laid off because of realignment. The company has chosen to continue to use the Divisional Controllers on the day-to-day while pulling the Divisional Operations Leaders into the financial planning and variance discussions. In addition, the company is asking the corporate Controller and corporate CFO to become more involved in monthly Operations discussions.” (Comment: Asking other functional leaders to become more involved in the business while increasing the job load per person is common.)

Poor Response if you’re in Sales or Business Development: “My client base was significantly hit by this downturn and we may not continue to support or pursue these clients.” (Comment: Why would a company choose to fire paying clients during significant market uncertainty? Did you sell bad business or poorly structure deals? Many questions are raised with this response.)

Poor Response if you’re in Operations: “We have taken a beating operationally and it was unclear how we would survive this downturn.” (Comment: Anyone can operate a business during steady growth and one would wonder if you had a grasp on the business and the drivers to deliver meaningful operational results. Perhaps this downturn simply highlighted your lack of operational capabilities.)

Poor Response if you’re in Finance: “Finance is administrative and therefore overhead. I think they just needed to cut some fat. They can increase work on others or outsource some of my work to consultants. No, I have not been asked to do my job on a consulting basis.” (Comment: You clearly do not think about the product or service you deliver to your company and how to make the deliverable meaningful. Additionally, perhaps you’re not a strong performer as the company doesn’t need to retain you on a part-time or project basis.)

Question #3: What is the right next role for you or what type of position are you searching for?

Good Response: “I really enjoyed my customer base or my service or product and would like to find something related. I was able to provide results in the following 1-2 areas, which I believe I can translate to ABC Company.” (Interpretation: I know what I can deliver, I understand my business and our market, and I have focused my search efforts to areas I can most impact.)

Good Response: “The primary focus areas in my last role included these three areas: A, B & C. The results from my efforts provided reduced cycle times, increased sales, increased profitability, new customers, plus additional product and service offerings.” (Comment: This is a different way of communicating a similar message.)

Poor Response: “I don’t know or I’m open to all types of roles. I would like to do something different. I think I did all I could before. And, I need a bigger challenge.” (Interpretation: You are either desperate, you have not thought about your job search, or you are not prepared for your interview.)

Poor Response: “I need to get back to work so I’m willing to do whatever needs to be done. I think I can help wherever I am needed. If I don’t know something, I can learn. If I do know the area, I’ll be the hardest working person.” (Comment: You have not communicated anything that will provide meaningful results to the business. Each employee and leader is expected to do everything they can during these difficult times.)

In summary, these challenging economic times have created dramatically different operating environments for most companies and individuals. While some companies will use this economic period as the excuse to cut long overdo fat, it is true that many valuable and capable workers will enter the ranks of the unemployed. To these individuals, my advice is to communicate clearly as you articulate your work, your delivered outcomes, the rationale for your layoff, and what you do well. And, be honest. Executive recruiters will quickly sniff out stories and untruths.

Paul Frankenberg
C.E.O., President & Co-Founder
Kraft Search Associates, LLC
http://www.KraftSearch.com
555 Great Circle Rd., Suite #200
Nashville, TN 37228
direct: 615-782-4276
cell: 615-243-8912

Read Paul Frankenberg's Professional Biography.