Great Occupations

What questions should I ask someone who would be a co-worker?

Yesterday we discussed great interview questions the candidate should ask in an interview. Today we are going to discuss what question you should/could ask your peers/co-workers.

Most candidates feel more comfortable interviewing with those who will be peers or co-workers, because the ultimate decision is not in their hands. That allows you as a candidate to be more relaxed, but beware of being too relaxed. You are still in an interview, and you still want to be professional. There is a story I like to tell about a person interviewing at a large oil company. They felt so relaxed in the interview that they threw one arm over the back of the chair and literally stretched out comfortably in the interview. That’s too relaxed! Relax, but don’t be that relaxed.

When you interview with peers or co-workers, I’d suggest you ask questions about 3 things:

1. The company/culture.
2. The manager and his/her style.
3. How your position can help them.

When asking about the company or the culture, you can go ask “Why did you join the company?” or “What do you like most about working here?”. You can ask the negatives as well (just be gentle). You could ask “What would you change about the company/team/group if you could?” or “What should someone take into consideration before they accept a position here?”.

In the Get Hired module of The Job Search Boot Camp course, we discuss all the strategies to help nail the interview and get the job.

Another great thing about interviewing with peers is that you can ask about the manager and his/her style. For example, you might ask “What is it like to work for <manager’s name>?”/”How do you like working for <manager’s name>?” You can ask generic questions looking for specific responses. For example, “I consider myself to be a self-starter, and I don’t need a lot of supervision to do a good job. Does that work well with <manager’s name>’s style?” There you are finding out if the manager is a “micro-manager” or not. You might ask “How does <manager’s name> communicate and track new assignments?” This way you can get an idea of how the manager assigns work from the employee’s perspective.

How can you help? A great question to ask peers is “How did the previous person in this position work with you? Did that work well? Were there any gaps?” This can help you determine how your new position will work together or interact with their position. Also, it’s very important that you listen to your future co-workers. Where do they experience roadblocks or issues? How might you help them with their pain points? Listen to those issues, and see how your skills & abilities will compliment and help those co-workers!

Remember to ask about any social items that may be important to you. Does the team go to lunch together? Do they have outside activities or events? Happy hours?

 

The Job Search Boot Camp course

A friend of mine is interviewing for a new position. She’s very excited, and she wanted to know: “What are good questions to ask during the interviews?”

That’s an excellent question, because when Recruiters were surveyed they said the #1 reason for not getting the job is because the candidate did not ask questions during the interview! Asking questions back to the interviewer shows interest in the job, and always remember the interview is a two-way street. You are interviewing the company just as much as they are interviewing you.

 

In the Get Hired module of The Job Search Boot Camp course, we discuss all the strategies to help nail the interview and get the job.

So what are some good questions to ask? Ask questions which relate to the job that you need to know to be successful. A basic question could be “What are the day-to-day responsibilities I’ll be assigned?” There’s no better way to know what you’ll be doing than asking directly.

 

Listen to the needs of the hiring manager. Ask : “what are YOUR major concerns that need to be immediately addressed if I take this job?”. A question like this would help you understand the direct needs of the hiring manager — instead of simply the needs of the company (which may or may not be different). If you can, follow up this question with how your skills & abilities might tackle some (but not all) of those major concerns.

 

Of course, you should ask about the culture of the company and the team you’ll be joining. How does the manager celebrate “wins” on the team? Not necessarily a monetary award, but maybe the group or individuals get recognized at company events or in the newsletter.

 

A more personal question like “How would YOU describe the experience of working here?” would give you some insight what the interviewer’s perspective of the culture. And one of my favorites is “What are some misconceptions people have about the company?” That is a powerful question which can tell you what people perceive “on the outside” rather than what the employees experience “on the inside”.

 

What about things you should not ask? Don’t ask about salary. At least not initially. The saying “the first to mention salary loses” is accurate. It’s best to let salary discussions come up later in the last set of interviews.

Generally the Hiring Manager is trying to answer 3 (and only three) questions:

1. Do I like this person?

2. Can they do the job?

3. Will they fit in here?

Interviews will help you determine if there is a fit. So ask these questions back to yourself - Will I like this boss? Can I do the job here? Will I fit in here? You’ve found a winner if you answer “yes” to all those questions.

 

 

 

Don't hate your job. Find the work you love in a job you love. Life is too short to be in a job you hate! With this special offer for the TOTAL Job Search Boot Camp eCourse, you can build a great resume, find a job in less than 8 weeks, nail the interview, and get 30% more in salary!!! Read the rest of this entry »

A new company called Knack is helping clients find candidates through a non-traditional way. Sounding like something lifted right out of the 1984 film “The Last Starfighter” (where acing a video game identified and help recruit “Starfighters” for an alien race keeping the galaxy safe), www.Knack.it is “gaming” the job process.

The creator of Knack, Guy Halftek, was not happy with the traditional interview methods. Mr. Halftek hired Psychotherapists, Nueroscientists, and game developers to help create a way for companies to find talent through gaming. Taking measured attributes from high performing sales person, teacher, doctors, lawyers, or any other measurable job, Knack analyzes that combination of traits, values, etc and puts those into a game to identify a person’s potential.

For example, “Wasabi Waiter” is a game where you are a waiter, and you have to read the emotions of the customers coming into your restaurant and serve them a dish that corresponds to their emotion based on facial expression. The game measures what you serve, who do you serve, who do you ignore. The game lasts for 12-15 minutes. There are multiple decisions and datapoints that Knack collects. With that data Knack is able to predict who has the behavioral makeup to match the “behavioral signature” of high performance.

Unlike interviews and assessments, games are engaging and pulls out the true self and potential of the person. Additionally, many jobs have an educational requirement (“college degree or higher”) and following the traditional model of job search may not identify innovators like Steve Jobs or Michael Dell — who didn’t complete college. The job search “game” may be able to identify the next innovator.

Will this catch on? Knack partners with companies and universities. Shell Oil has already started using Knack to help them. Bain Management is beginning to use it to identify Management Consultants. When you are playing that next video game, you may just be finding a new job. Have fun!

Don’t forget about our $9 coupon for the Job Search Boot Camp READY Module. Just $9 when you enter the code “READY9″. Click Here for more details.

 

 

 

I received an email question from someone :

“A good friend of mine has an interview with a recruiter tomorrow. I was wondering if you have any practical advice for her?”

My response to the friend:

“For any job it starts with being informed. I would recommend lots of research - the company, the job, the folks you interview with, the market, competition, why is that company better than its competitors, etc.

An interview with a Recruiter is going to establish if you have the qualifications. An interview with the Hiring Manager is going to determine if you are a good fit for the job/team. These are different types of interviews.

You’ll do great. Just be prepared and be authentic. Best of luck!”

It’s simple and succinct, but it’s the truth. Being authentic and informed is the best way to ACE an interview!

Knowing your audience - is it a recruiter or hiring manager - is key. A Recruiter looks & listens for a qualifications fit. A Hiring Manager looks & listens for fit with the team, the job, and the company. These are two different types of interviews, and should be handled differently.