Interview questions for Executive

Soft skills:

Soft skills are skills that likely already appear on your resume. Thus, it’s your job to expand on the simple one-word answer that the interviewer can read off a piece of paper and showcase these skills.
For example, when asked, “In group projects, are you more of a leader or a follower?”, say something like:
“In a group setting, I can be both a leader and a follower. Depending on the situation, I decide which role benefits the company and me most and then take it upon myself to excel in this role.

Hard skills:

Like soft skills, hard skills will also likely be on your resume. However, these skills are fundamental because they are the skills that allow you to do the job of an executive assistant and stand out among other applicants.
For example, when asked, “How proficient are you on the computer?”, say something like:
“On a scale from 1-10, I would rate my computer proficiency a [rating from 1-10]. On the computer, I can [list computer skills] and use [list softwares].

Behavioral skills:

Behavior skills are not typically on your resume, so questions about these skills are essential. This is your opportunity to showcase the type of personality you have and how you would react in different situations.
For example, when asked, “How would you handle an unhappy customer/client?”, say something like:
“If a customer/client were unhappy, I would do everything in my power to remedy the situation. This may be [provide examples of what you would do to resolve the situation].

1. If you were given confidential information by the executive you support and another executive asked questions about it, what would you do?

Many executive assistants are privy to confidential and sensitive information. Hiring managers ask this question to gauge a candidate’s level of discretion and approach to a potentially challenging situation. Navigating office politics isn’t easy, and this is a scenario where that may be in play.
EXAMPLE ANSWER:
“I would clearly and politely explain to them that I don’t have the authority or clearance to share that confidential information, even to other executives in the company. I would then refer them to the executive I assist in case they wanted to discuss the matter further.”

2. If an angry person called and demanded to speak with the executive you support, who is currently unavailable, how would you handle it?

Executive assistants typically act as gatekeepers for the higher-ups they support. On occasion, that means taking calls for people who are upset, or even irate, and are demanding to be put through to the executive. The hiring manager wants to know that you can diffuse the situation quickly and effectively.
EXAMPLE ANSWER:
“First, I would focus on remaining calm and professional. My goal would be to deescalate the conflict and provide a reasonable solution. I would begin by taking a thorough message. While collecting details, I would address the caller by name to reassure them that I have that in the message. Similarly, I would repeat back what is told to me in a new way to confirm I fully captured the nature of the message to ensure we are on the same page. Lastly, I would recite the caller’s name and contact information a final time and reassure them that the executive will respond to their message before the call ends. If the caller isn’t satisfied with that approach, I would see if a suitable person is available to take the call based on the nature of the caller’s issue.”

3. What strategies do you use for time management when you have multiple pressing assignments at the same time?

As an executive assistant, you typically have to juggle several tasks and adapt to changing priorities. The hiring manager will want to know that you can handle it without succumbing to the pressure.
EXAMPLE ANSWER:
“When I have several high-priority tasks on my plate, I make sure that I remain calm and collected above all else. Next, I create a quick to-do list to organize my duties and order them based on the required deadline and degree of importance. In a situation where the deadlines and level of importance are the same, I do the one that can be handled the fastest first. This allows me to clear an item off of the list and give my full attention to the second task as soon as possible.”

4. Tell me about your last executive assistant or admin job. What did you like about working there? What were your biggest pain points?

Why this matters:
It’s imperative that you find an executive assistant who fits the culture of your office and organization. Delve deeper into the corporate culture they experienced at their last job and confirm whether they’ll thrive in your office. If they prefer quiet, for example, and your office is bustling and loud, they may struggle to focus.
What to listen for:
• Look for candidates who focus on the positives and discuss the negative aspects of the job thoughtfully, rather than sounding annoyed.
• If the things they disliked about their last job are integral to this position, it’s probably not meant to be.

5. What do you believe an executive assistant brings to a company?

Why this matters:
This answer will tell you a lot about the candidate’s passion and motivation. The role of the executive assistant is changing over time, evolving from someone who simply schedules meetings, takes notes, and answers phones to an employee who plays a more strategic role in the business. You need to know that your new hire will get what they want from the job—otherwise, they may leave.
What to listen for:
• Listen for the answers that align with what the position offers to candidates.
• A top answer may indicate that the candidate sees themselves as more of a gateway than a gatekeeper.