Conducting a confidential executive search is difficult, but there are times when it’s necessary. In an ideal world, an employer would be able to tell an employee it isn’t working out and a change is coming, and that, in turn, would create a smoother and easier transition period. However, that’s not possible most of the time, which is why a confidential search is often needed.

OK, I was held at ransom by my marketing people to release my first blog. In case you missed it, it was “5 Steps CEOs Should Do in Interviews” when hiring senior candidates. I’m pretty sure it won’t be going viral anytime soon.

Using your board or network is a fantastic way to get qualified candidates when you are looking to fill a new, executive role. That said, it’s also easy to make some mistakes when you hire from within your network.

As a leading executive search firm that specializes in working with technology and energy companies in Colorado, we’ve seen it all during interviews — the good, the bad, and the ugly. So, here’s a secret that many CEOs don’t realize: It’s not just your candidates who are on the spot during interviews– so are you! To make the most of your image and hiring efforts, we suggest using these five effective tactics during every interview.