{"id":136765,"date":"2024-12-01T15:19:20","date_gmt":"2024-12-01T19:19:20","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=136765"},"modified":"2024-12-03T18:11:22","modified_gmt":"2024-12-03T22:11:22","slug":"coo-interviews","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/coo-interviews\/","title":{"rendered":"Conducting COO Interviews: 3 Rounds to Find the One for You"},"content":{"rendered":"\n

What makes a COO candidate the right cultural fit for your company? How can you effectively evaluate potential executives beyond their resumes?<\/p>\n\n\n\n

Finding the perfect Chief Operating Officer requires a strategic approach to interviewing and evaluation. In The Second in Command<\/em>, Cameron Herold outlines a comprehensive three-round COO interview process that surfaces candidates who align with your company’s values and possess the necessary skills.<\/p>\n\n\n\n

Keep reading to discover the essential steps for conducting effective COO interviews that will lead you to your ideal second-in-command.<\/p>\n\n\n\n\n\n\n\n

COO Interview: Round 1<\/h2>\n\n\n\n

Once you find a few candidates that might fit the bill, Herold says you must interview them yourself to ensure they\u2019re the right fit. In the first round of COO interviews, determine whether each candidate\u2019s values and behaviors align with your personality and your desired company culture<\/a>.<\/strong> If they don\u2019t align on this level, there\u2019s no point wasting your time with further interviews, as these aspects can\u2019t be taught.<\/p>\n\n\n\n

(Shortform note: Determining someone’s true personality and behaviors can be difficult, especially when they know what you\u2019re looking for and can tell you exactly what you want to hear. Luckily, experts say there are a few questions you can ask to get a closer look at someone’s true personality<\/a>. For example, ask them who their hero is, what they do in their free time when they have no plans, what their most vivid memory from childhood was, or what they think the most significant issue with society is. Their answers will expose their values, habits, and personality traits.)<\/p>\n\n\n\n

COO Interview: Round 2<\/h2>\n\n\n\n

After narrowing down the candidate pool to about five people, conduct a second round of interviews to determine whether or not the candidates have the skills you need<\/strong>. Do they have the superpowers you\u2019re looking for and the ability to accomplish the components of your outline? You\u2019ll probably want to include department heads during this interview stage who can help you determine the candidates\u2019 skills in the areas you\u2019ve outlined but don\u2019t have expertise in\u2014for example, the financial head or the marketing head. You should also ask for references in this interview who can verify the candidate\u2019s skills.<\/p>\n\n\n\n

(Shortform note: In addition to determining whether a candidate has the right <\/em>skills, experts say you should pay equal attention to whether they have the wrong<\/em> skills<\/a>. Even the perfect candidate can cause more harm than good if they possess any of the following qualities: they lack structure and discipline, they\u2019re ego-driven, their leadership style is based on emotion and ideology rather than strategy and rationale, they struggle to make decisions, they get stuck on small details<\/a>, or they\u2019re too independent.)<\/p>\n\n\n\n

COO Interview: Round 3<\/h2>\n\n\n\n

In the next interview, Herold recommends spending substantial time asking the candidate what each of their references would say regarding their alignment with the criteria on your job description<\/a><\/strong>. This will allow you to ask probing questions and get the best insight into the person\u2019s true personality and abilities. <\/p>\n\n\n\n

(Shortform note: The purpose of asking your candidate what their references would say about them is to get a deeper read on their abilities and behaviors. In Who<\/em><\/a>, Smart and Street recommend achieving the same goal by having the candidate discuss each job they\u2019ve held in the last 15 years in sequential order<\/a>\u2014this allows you to see both how they\u2019ve changed and stayed the same so you can better judge their future trajectory.)<\/p>\n\n\n\n

Once you\u2019ve narrowed down your top choices, conduct thorough background checks. Call each one of the candidate\u2019s references and ask them how well they think the candidate aligns with each of the criteria you\u2019ve listed on your job description\u2014especially their values. Press them to be completely honest, even about the bad things. By the time you finish your background check, you should entirely trust the person you chose to hire.<\/p>\n\n\n\n

(Shortform note: In The Ideal Team Player<\/em><\/a>, <\/em>Patrick Lencioni offers some additional tips to make your background checks more effective<\/a> so you get the information you\u2019re looking for. For example, put people at ease by assuring them that their answers won\u2019t be the determining factor for your decision. Further, ask references about the qualities you\u2019re most unsure of in a candidate. Take note of instances when they dodge the question or refrain from answering\u2014if they don\u2019t have something positive to say, there could be a problem they\u2019re hesitant to discuss.)<\/p>\n","protected":false},"excerpt":{"rendered":"

What makes a COO candidate the right cultural fit for your company? How can you effectively evaluate potential executives beyond their resumes? Finding the perfect Chief Operating Officer requires a strategic approach to interviewing and evaluation. In The Second in Command, Cameron Herold outlines a comprehensive three-round COO interview process that surfaces candidates who align with your company’s values and possess the necessary skills. Keep reading to discover the essential steps for conducting effective COO interviews that will lead you to your ideal second-in-command.<\/p>\n","protected":false},"author":9,"featured_media":136772,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,29,14],"tags":[1679],"class_list":["post-136765","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-career","category-management","tag-the-second-in-command","","tg-column-two"],"yoast_head":"\nConducting COO Interviews: 3 Rounds to Find the One for You - Shortform Books<\/title>\n<meta name=\"description\" content=\"Cameron Herold outlines a COO interview process that surfaces candidates who align with your values and have the right skills. 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