One of the most frequent questions I get from clients when hiring a new CEO is: How do we structure the interview process so that we will really know if they are “the one?” The first part of my answer is always: please do not engage in the process of “death by interview. “

Everyone half smiles when I say this, because the notion seems mildly ridiculous. But I have witnessed numerous clients who want to structure such a lengthy and complex interview process that it creates enormous, undue stress for a candidate in both preparation and presentation. Often times, the process did not allow the candidates to show up as themselves—or has candidates declining the opportunity presented altogether.