Interviewing and vetting candidates for executive positions may seem similar to interviewing entry and mid-level candidates, and in some ways, the structure and bureaucracy of the process offer a few overlaps. For example, at both ends of the spectrum, the selection must be fair and transparent, and promises made in the conversation must be honored in a resulting contract. But wise employers recognize one key difference: At higher levels, the candidates are interviewing the company and the vetting process moves in two directions. As you screen executive candidates, keep these considerations in mind.

They Usually Have Other Options in Hand

Executive candidates are often approaching a new opportunity from a position of comfortable employment. So why are they considering a radical shift from one company to another? What do they want that their current employers can