0: Hey, everybody.

1: Don Georgevich here with Job Interview Tools.

2: Today, I want to talk to you about how you can ace an interview with a CEO.

6: So, if you have a job interview coming up and as with the CEO of a company or a director

10: or vice president, you want to ace it?

11: Go ahead, hit the “Like” button on this video and dive right in.

14: I'll show you how.

15: So, CEOs are going to interview from a different perspective than a regular hiring manager

19: or someone in HR.

20: They are going to hit you from a side that you just have not been hit from before.

23: They're not going to ask you all the common questions, like “Tell me about yourself

27: and what are your accomplishments?

28: What are your weaknesses?”

29: Now, we're going to dig a little bit deeper.

31: And here's what you need to be like in the interview.

35: So, first thing, you need to be passionate and enthusiastic about the job and the company.

41: And that needs to just resonate; that energy from inside you just need to resonate in the

46: interview, so they can just see it and feel it.

50: And it can't just be in your voice.

52: It has to be in your body language and your posture and everything else.

56: You need to be passionate and enthusiastic about the job and everything about that company

62: and the value that you can bring to them.

66: Most important, you want to show them that you are aligned with their company vision,

73: that you understand them and that you can make a difference.

77: Number two, talk about related accomplishment.

81: Don't just talk about your job description duties.

84: You want to talk about things that you have done in your last job that are related to

90: this position.

91: You don't want to talk about stuff that isn't related because it doesn't mean anything;

95: it has no value.

96: You are trying to connect your past experience to what this company is looking for.

102: So, the best way to do this is first get a good understanding of that job description;

108: what they're looking for specifically.

110: Then you go through your own past experience and you look for related accomplishments that

116: they might be interested in hearing that connect with what their needs are.

120: And that way you can go in there and you can be on the same level when you're talking to

124: them.

125: Make sense?

126: All right.

127: Number three, understand the company and the job that you are applying to.

131: Do some research on this company.

134: Look them up, study them.

135: And don't just look on their website.

137: Google their name, see if they're mentioned in any other magazines or write ups or articles.

142: Learn as much as you can about them.

146: What's important to them?

147: What's their vision?

149: What's their mission?

150: So, you can go in there and talk to them like you have an idea of what they're doing, what

158: they're facing, what their reputation is in the industry.

162: And you should be prepared if they ask you, “What do you know about our company?”

167: And if you just say, “Well, I kind of know that you guys are a great place to work.”

171: That isn't going to cut it.

173: You're going to have to give them some meat that you understand and that you know and

177: that you've read about them.

179: And it would also help if you knew a little bit about the person that you were interviewing

183: with.

184: Looking them up on LinkedIn.

186: Read that CEO's bio.

188: Read all the places that they've worked.

190: That way, when you go in there, you can say, “Well, Mr. Jones, I see that you worked

194: at General Electric 15 years ago.

196: How did you like that?” or “Why did you move from there to here?”

201: Little questions like that, engaging the person that you're interviewing with is another thing

206: that they're looking for.

208: And you're asking them about their own personal career choices.

212: They're going to be happy to talk about that.

213: People love talking about themselves and they love it when people ask them questions about

217: themselves.

218: All right, moving on here.

219: Number four, challenge them.

222: Ask them questions that challenge them.

226: Don't just sit there and answer all their questions.

228: I mean, an interview is a conversation and you want to challenge them on things.

234: You want to challenge them on the direction that they're going or products that they have.

239: Ask them about failed products that they had.

242: I mean, if they're a public company, they're probably in the news.

244: So, you can ask them questions about, “Why your stock price so low right now?” or “Do

249: you think you guys are going to recover from that?”

252: Push them.

253: Make them sell you on working there.

258: That's really what an executive is going to expect from you.

262: You need to challenge them to a point where, not that they're necessarily defending themselves,

268: but they're kind of explaining themselves to you.

270: And at the same time, they're trying to sell you on themselves.

274: So, if you're not pushing in, challenging them and going into some rough waters with

279: them, they're just going to think you're weak and CEOs are looking for strong minded, driven

286: people.

287: Number five, let them know what makes you tick.

290: What motivates you?

291: What gets you out of bed in the morning?

293: Let them know why you do what you do.

297: Let them know that you're excited about your work.

300: And not only that, you're excited, but why you're excited.

302: Why it gets you out of bed in the morning.

304: Why you are passionate about it.

307: Don't just say, “I love what I do.”

309: Dig deep and show them who you are, why you are and how you've come to this point in your

314: career.

315: When you're really dealing with a CEO, you're interviewing for a leadership position.

319: So, you need to demonstrate to them that you're a leader.

322: Why are you a leader?

323: I mean, if you're going to leave a hundred people, what's motivating you to lead those

329: hundred people?

330: Those hundred people are going to look to you for leadership.

333: So, you're going to have to motivate them.

335: And if you don't have anything that motivates you or you can't express that, then you're

341: not cut out for the C-Suite.

342: Make sense?

343: All right, moving on here to number six.

346: Be a great conversationalist.

348: Talk.

349: Engage.

351: Show them that you're interested in what they do.

354: You're interested in that individual.

356: You're interested in their vision, their mission, the people and everything about them.

361: And talk to them, humanly.

365: Don't just think this is an interview where are you going to sit there and answer all

368: of their questions.

370: Engage them back.

371: Talk to them.

372: Have a meaningful conversation.

374: Show them that you can carry on a conversation with them.

378: Show them that they can challenge you and you can challenge them back.

383: When you first go into the company, strike up a conversation with the receptionist.

387: Strike up a conversation with maybe the Human Resources Director or anybody else that you

393: meet along the way.

395: Because all of those people are going to weigh in on the decision to hire you.

401: And if they think you're a great conversationalist and you're interested in other people and

404: you're talking, that's going to help them gauge as to whether you're going to be a fit

409: around here.

410: And I can pretty much assure you that the person who goes in there and doesn't say anything

414: and just holds everything they have to say until they get the interview, those people

419: kind of come across as a little bit flat.

422: And you want to show them that you are willing and openly engaging and conversing with other

428: people.

429: And that's how people get to know you.

430: I mean, when you start talking, all these other people, they're like, “Oh, that Don

433: guy.

434: He's so nice.

435: He was so pleasant.

436: He was asking about me.

437: He was asking about my office.”

438: Whatever.

440: That's how you win with CEO.

442: Number seven; culture fit.

444: I mean, you can have all of the experience in the world.

447: You can be the perfect match.

449: You can have everything they need.

450: But if you don't blend or gel with their culture, you're out.

455: And there's a reason for that.

457: If you're not going to fit in with their culture, that means that there's just one tiny piece

461: about you that isn't quite right.

463: That means you're not on the same page as all of these other people.

467: And chances are, if they bring you in, that you're not going to understand the people

472: that already work there and they're not going to understand you and they're going to have

476: this kind of this mismatch there of management and employees.

483: And that doesn't work.

484: So, culture fit is everything; you need to be aligned with who they are, where they're

490: going.

491: And you need to believe in it.

493: You need to believe in their mission, their goals, whatever they are.

500: You need to be passionate about that.

502: And we've already covered passion in one of these other ones.

504: And if you notice a lot of these different steps, there's a little bit of overlap in

510: each one that carries on to the next.

513: Last one here I have here is number eight.

517: CEOs are going to hire the least risky candidate.

521: That's right; the candidate who poses the least risk to the organization.

525: Not the most qualified, not the most experienced, the one they think they can get the job done,

529: the most talented individual that they think can do the job that also poses the least risk.

535: I mean, think about it.

537: If they bring you into the company and you're not a 100 percent culture fit, other people

542: who are working with you might not like to work with you because you're not on the same

548: level.

549: If you're not on the same level, they might leave.

551: They may like, “Oh, my gosh.

552: I don't like this new Don guy; this new vice president.

555: He's such a jerk.

557: He doesn't understand us.”

559: And then those people, their own high-performing A players, end up quitting.

564: So, that's why a CEO is going to hire the least risky candidate; one that poses the

570: least risk to the organization, the mission, the vision and the people who already work

575: there.

577: And you need to keep that in mind; it's not all about the experience and what you know.

584: It's are you going to work out long-term?

587: They don't want to hire somebody who's just going to come in and work six months to a

590: year and then is gone.

592: They want someone who's going to work there two years, three years, five years, 10 years,

597: and they're going to hire the person that poses the least risk to that position, the

599: employees, the company and everything else.

602: All right, my friend.

603: It's all I got for you today.

604: And one more thing.

606: Before your next interview, you go ahead and grab a copy, even though this is with the

611: CEO.

612: This little book here.

613: This little top 10 book is going to teach you how to answer some of the common questions.

617: I mean, CEOs still might ask you, “So, Don, tell me a little bit about yourself.”

622: But they're not going to ask you necessarily all of these questions.

625: But learning how to answer these questions is going to help you, in the interview, answer

632: all their questions that they ask.

633: It's going to kind of give you the right framework to use in your answers.

636: All right.

637: So, you can get that free book from jobinterviewtools.com/top10.

640: Now, if you like what we're doing here, you'll like this video, you like this channel, please

645: subscribe to my channel and like this video.

647: And I'll see you in the next video.

650: Bye now.