Contributors: Haydee Olinger | Bob Barker
When hiring a new Chief Compliance Officer, the interview stage plays a pivotal role in discerning how the candidate articulates their experience, displays problem-solving prowess, and relates to the values integral to their role. It is a crucial time to determine the fit for an organization’s dynamic compliance landscape. Making the proper selection during the interview process is fundamental to ensuring a candidate has the compliance capabilities to be successful at the company and has the right passion, attitude, and leadership style to complement the team. The following questions provide a starting point for evaluating your next CCO so that you can find the best fit for your organization.
Top Interview Questions to Ask to Better Evaluate Chief Compliance & Risk Candidates
1. Describe an effective method you have used to assess and manage compliance risks.
The candidate should be able to describe a structured and proactive approach to assessing and managing compliance risks and how they created risk assessments by identifying potential areas of vulnerability. Look for how they established KPIs to determine success and created clear communication channels for collaboration with cross-functional teams.
2. Discuss the last time you felt the company (or you) took on too much risk. How did it work out? What controls were in place? What controls were needed?
The answer will include either a specific situation or an approach to this type of situation in which the person focused on transparency and was able to improve future outcomes based on learning and taking a proactive approach when addressing excessive risk.
3. How do you address data privacy concerns?
The compliance professional must commit to safeguarding sensitive information, demonstrating a comprehensive understanding of compliance with data protection laws. They will want to share successful strategies for cultivating a privacy-centric culture, fostering a strong desire to prioritize and uphold the highest data privacy standards throughout operations.
4. Tell me about a specific compliance plan you developed or implemented. How did you generate agreement at all levels? What did you change? How did you ensure the program was working?
They should be able to provide clear examples of generating buy-in at all levels, making necessary changes based on feedback, and establishing KPIs to track progress. Listen for a discussion of how open and transparent communication – maintained across all levels of the organization – played a pivotal role in ensuring understanding, cooperation, and ongoing effectiveness of the compliance program.
5. Share an experience where you improved the communication, monitoring, or enforcement of compliance standards. What methods led to a successful improvement?
Look for a specific experience or approach, including implementing targeted employee training sessions, leveraging strategic technology to enhance monitoring, and collaborating closely with legal and HR to enforce new policies.
6. What would you do if you had to deal with an executive who disagreed with your compliance program?
The candidate’s answer must show an interest in collaborative discussions to understand the executive’s concerns, providing concrete examples of the program’s benefits, and highlighting its alignment with organizational goals. Demonstrating the ability to navigate challenging situations, the candidate must emphasize a commitment to continuous improvement, expressing an eagerness to incorporate feedback and refine the compliance program to ensure its effectiveness and alignment with the executive’s overarching objectives.
7. Tell me about your current position and how your responsibilities have evolved since joining the company.
A valuable employee will be able to demonstrate how they have taken on more responsibilities since joining the organization. Have they taken the initiative when seeking out opportunities? What role have they played in shaping the company’s overall compliance strategy?
8. Where do you bring the business the greatest value?
An organization is looking for someone who can consistently provide innovative compliance solutions that enhance efficiency, streamline processes, and improve communication to foster a compliance culture that aligns seamlessly with business objectives.
9. Tell me about a time when you had to say “no” to the business and what was the outcome?
This is an opportunity for the candidate to share how to provide alternative solutions by engaging in open communication, presenting regulatory constraints, and collaborating with stakeholders to develop a revised plan that meets objectives and ensures full compliance.
10. What was the positive feedback from your recent review? What adjectives do those around you use to describe you?
The candidate may discuss their high emotional intelligence, excellent leadership skills, and solutions-oriented approach. Adjectives to listen for include “collaborative,” “strategic,” and “clear communicator.”
11. Again, referring to your performance reviews, what areas have been mentioned for personal development?
They may discuss any areas in the previous question, but they should have at least one example of something they are working to improve.
12. Describe this job [for which they are interviewing] to me based on your understanding of the role.
This is an opportunity for the candidate to demonstrate the depth of understanding of the role. It also allows the interviewer to provide any needed details they may be missing.
13. What would you do in the first 90 days on the job?
The answer should involve a comprehensive assessment of the current compliance program. The new CCO will want to prioritize asking questions, actively listening, and engaging with key leaders, peers, and staff to gather valuable insights into the existing program’s strengths and areas for improvement.
14. What is the last thing you did that required you to leave your comfort zone and develop proficiency in something entirely new and different?
The answer must display an ability to embrace challenges, push boundaries, and continually grow to contribute meaningfully to the organization.
15. Give me an example of when you helped or mentored someone.
Knowing that the candidate will be able to collaborate with a team and train junior employees is essential. When discussing their approach, they may highlight tailoring guidance to individual needs, promoting a collaborative and open-door culture, and emphasizing continuous learning to ensure success and professional development.
16. Why are you interested in this role with our company?
This question allows the candidate to discuss career goals and aspirations and show their knowledge of the organization.
17. What is your favorite thing about our company?
A valuable candidate will have researched the company and can demonstrate an understanding of its objectives and values. They can then talk about their passion for the organization and what it stands for, which is necessary for a high-ranking executive.
18. What do you like best about your current job?
It is important to know what the candidate finds most satisfying in a career to determine if they align with the organization’s goals and the role’s primary functions.
19. What are the top three factors you attribute to your success?
The best employees can talk about the people who contributed to their achievements rather than taking all the credit themselves. Which team members, mentors, and key relationships brought them to where they are today?
20. Describe your relationship with the executive team and with the board. How has this role changed, and what unique talents do you bring to the group?
Ideally, the candidate will have clearly defined relationships and responsibilities within both teams. They should be able to demonstrate the earned trust of key executives through expanded responsibilities and knowledge of unique talents.
21. Tell me about a time when you and your team significantly raised the bar and exceeded expectations.
Knowing that the potential CCO can think outside the box and demonstrate effective leadership skills is crucial. If they can motivate a team to do excellent work, they will provide clear value to the organization.
22. Describe your network and the people you stay in touch with the most.
Listen for close relationships with previous managers, peers, and executives, reflecting a commitment to maintaining strong professional connections. Most professionals prioritize staying in touch with individuals who have played pivotal roles in their career growth and contribute to their network’s diversity. This shows the importance of interpersonal relationships and the person’s EQ.
23. What three words would best describe the culture of your current organization? What would you change about the culture if you could?
The answer must demonstrate an understanding of the current company’s culture and the company with which they are interviewing. It is also an opportunity to describe the type of culture they operate best in. Do not immediately rule out a candidate whose preferred culture does not perfectly match the organization, since diverse perspectives and working styles can contribute to a more robust company overall.
These time-tested questions will be helpful the next time you need to interview candidates for a Chief Compliance Officer role. As always, reach out anytime if you or your organization may benefit from our recruiting, leadership development, or legal and compliance department consulting services.
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