Being with the company I am now for 18 years I haven’t been on many interviews. I have promoted a few times and I do many interviews weekly ranging from entry level positions to leadership roles.
As far as the 3 interviews I have had to promote I would say they weren’t really solid interviews. The teams knew they wanted me in the roles before we even discussed anything so they were very informal. While it was easier on me to walk in and not have to do much work to sell myself, I don’t think this is the most effective way to conduct interviews and know what goals would be, challenges lie ahead, and strategies for running multiple departments are driving factors. However, me working my way up in the same department to now one level from the very top is a better interview than anything formal as the organization actually saw how I lead in action which might be the best way to show who you are, your skill level, and your true intentions.
As for the interviews we do now for the team we rely on much collaboration interdepartmentally as well as from other departments to pick the right candidate for the position. We have set questions for each level of technicality as well as leaders seeking a job with us so that we get the same type of gauge on all candidates, and not some random different sample from each. We also utilize the McQuaig tool to get the best overview of a potential, “candidate’s personality, behavior, and cognitive ability.” (Home – McQuaig Institute) “The Perfect Hire” article this week identifies other personality tests. While I have only used the McQuaig as our organization provides this tool, I have found it highly effective.