Assuming you’re interested in the position and the company described, it is now time for the headhunter to interview you, to ask questions regarding your background in order to further qualify you. While doing so, the consultant takes notes from which he will build a resume. It pays to have an updated one that can now be given to the recruiter. It saves both parties time. The search consultant can now review the highlights and gather additional information without having to ask basic questions. You are also spared the strain of having to recall dates of employment, dates when promoted, key achievements, and so on.

Having a resume doesn’t mean an executive is desperate for a job change. It is professional, a sign of being prepared and of being receptive to hearing about a good opportunity. A resume isn’t mandatory, just useful. Very senior level officers often won’t have one; likewise, people who have been with a firm 20 or more years and who never or very rarely contemplate leaving. However, they may have a public relations piece which their company has prepared about them. They should offer it to the consultant. It can help him better assess and present you to a client, as can select magazine and newspaper articles. The headhunter will write a resume about you even if you have your own. There are always additional points to include, or exclude, in relation to the position in question. Some search firms may also provide clients with a page about the personal style and manner of the candidate.

Infrequently, a headhunter is asked by the candidate for a copy of the resume which he will write. It is the general practice not to do this although some comply. It is an unnecessary extra step for them, an editorial infringement on their professionalism, and one wonders if the resume is sought for review or future use. To the candidate who may be worried that the headhunter may have omitted or misrepresented elements in his background, it is worth noting again that most come out of the fields they’re now doing search work in.

The interview styles of headhunters vary as do the durations (about a one hour average) and the types of resumes which they write. They will most certainly inquire about your current and past responsibilities and accomplishments, and probe in this area. When a resume isn’t provided, your current and past titles will be asked for, the department or divisions in which you work and have worked, approximate dates at each, size of staff and budget managed, and annual revenues. In addition, inquiries are typically made regarding reporting relationships (often with names), education, military experience, professional activities outside work, the quality of one’s references, and why you would consider leaving your present employment. An acceptable and generally truthful reply to this last question could also include the opportunity and challenge just presented, and the additional compensation. The implication is that you are otherwise quite satisfied although open to hearing about advancement. Don’t be too hard on your company or management even if you despise them and with good reason. Headhunters can’t always tell if you are simply a negative type, being eased out due to failure, or if your employer is at fault, and first impressions are very important. Details about one’s reasons for leaving aren’t mandatory. But don’t lie, particularly if you are being canned, unless your management is covering for you. If you become a finalist candidate, your references will be checked.

Some interviewers ask about your current job and proceed backwards while others prefer to start at the beginning. Some let the candidate begin where he is most comfortable. When a resume is furnished, the recruiter may jump around with questions because the fundamental material is already available. You may make inquiries at any point during the interview.

There are certain illegal questions which are occasionally asked and only you can decide if you care to answer them: age, marital status, size of family, and less frequently, national origin and religion. You don’t hear about discrimination suits in the search field. To sue would be an admission that the executive was considering another job. What if his employer found out?

There may be confidential and legal aspects about your position and company which cannot be divulged. Explain this to the interviewer. He will most likely avoid the issues. Similarly, you may feel uncomfortable about telling him the name of the person you work for or your compensation. The former can be initially done without, if you prefer, but a ballpark sense of earnings helps qualify you. The situation may not progress if you don’t give him at least a rough idea. Full disclosure is generally required including base salary, bonus, stock options, and perks.

What if a headhunter wants to check a work reference by talking to a past or present manager, but you fear this could jeopardize your current position? Be honest, explain to the headhunter and he will most likely back off. What if he then suggests referencing a trusted customer or former colleague who may even have left an old employer as you have? It strengthens your chances if the information can be obtained, but if it is potentially dangerous, avoid it. The recruiter should understand, especially at this early stage.

The closing of an interview is generally initiated by the recruiter. He will usually wind up by saying, “I’ve gotten all the background I need. Let me mull things over. We both have some thinking to do. I also have a few more candidates to see.” Not positive. Or, “I’m interested. How do you feel about the situation?” Positive. Or, “You are definitely a candidate. There are one or two others, but you are in the loop.” Positive but not number one.