Love this. It can be adapted to the type of job you're interviewing for.
As an interviewer, I appreciate questions---it shows you've done some background checking/thinking about what the job entails or what our goals are. I respect folks who have the confidence to ask bigger picture questions.
It's also important to read the room....adjust your list based on the interviewers' responses. It's impressive to be informed and have expectations, but you don't want to appear like you're the smartest man in the room.
I am not looking but this is great. Thank you for sharing. Just a quick question. Did you fail a few interviews after grad school? Why would you pay for the consultant at that time?
I decided to get a consultant right at the very beginning of my search. They helped me get a job at a Fortune Top 10 corporation that I kept for 6 good years.
I had a handful of interviews and one offer, so yes, I failed some interviews, but I was always called back for a second interview for each company.
It was very smart. I didn't know about consultant after college and even had I known, I wouldn't have been able to pay for it. I was completely broke by then. I didn't get called for first interviews, let alone second. But I am glad I went through it because I learned a lot.
Some apply to any job, but some wouldn't be very sensible for many public-sector jobs, where the hiring process is pretty rigid. This is more true than 25 years ago, as there is greater sensitivity to bias.
I don't understand. What is "USA-ish"?
I happen to be an American. I recognize I am part of that culture. I am more cognizant of the fact my culture has colonized others to their detriment. Does that make sharing a resource for job hunting less valuable?
What I am saying is that where I come from you as a person is way more looked at as in ‘does this type fit in socially’. All skills and expectations is something you can write in your application. What you can’t do at forehand is to check out if the person has any social skills.
We usually spend one year training our new colleagues. We expect a fair educational level and maybe some experience. But again: all that is something you can put on your CV. Social stuff and how you react in specific situations - do you think as a team or do you go solo etc.
Boomer generation is 57-75. Son, you’re a Boomer. Congratulations on your sweet wealth. We’re all so proud of you for being such a tough negotiator. Please create a course and become the gay version of Andrew Tate so we can learn from you.
Interesting, but some of those questions are likely to be met with blank looks and "none of your business". What company would answer questions about who they had interviewed? Maybe by a second or third interview, when there are finalists for a high-level job, but otherwise that's foolish.
It's also intrusive and likely to be perceived as such. (I interviewed people with some regularity, and we'd have never disclosed that) Generally, you should assume there were internal applicants. When you have an actual job offer to consider, then this becomes an appropriate question.
I can see that the timing of asking the particular question is relevant.
May I ask you as an interviewer, what do you think of the other questions and the idea of CAR stories?
I like the CAR stories as a nice way to structure answers to common questions about accomplishments. The other questions would need to be tailored to the position. There are too many of them for a standard first interview. It risks leaving the interviewer distracted, even flustered, not a great thing to do. This is especially true in places that have a formal interviewing process overseen by HR. The person interviewing you may not know the answers. That is a pain, but it happens. By a second or later interview (if any) they make sense. In first interviews I was usually looking for intelligence and coherence, as much as specific job skills. For those I already knew their job history, and there is abundant evidence that prior job success is a far better predictor of future success than interviews are.
I'm currently on the hunt, and will hopefully be interviewing in the near future. Thank you for this!!!
Love this. It can be adapted to the type of job you're interviewing for. As an interviewer, I appreciate questions---it shows you've done some background checking/thinking about what the job entails or what our goals are. I respect folks who have the confidence to ask bigger picture questions. It's also important to read the room....adjust your list based on the interviewers' responses. It's impressive to be informed and have expectations, but you don't want to appear like you're the smartest man in the room.
This is great thank you!
Thank you!!
I am not looking but this is great. Thank you for sharing. Just a quick question. Did you fail a few interviews after grad school? Why would you pay for the consultant at that time?
I decided to get a consultant right at the very beginning of my search. They helped me get a job at a Fortune Top 10 corporation that I kept for 6 good years. I had a handful of interviews and one offer, so yes, I failed some interviews, but I was always called back for a second interview for each company.
It was very smart. I didn't know about consultant after college and even had I known, I wouldn't have been able to pay for it. I was completely broke by then. I didn't get called for first interviews, let alone second. But I am glad I went through it because I learned a lot.
Not to be rude but this sounds a lot like USA-ish.
And corporate. Don't ask these questions if applying for a retail position!
Or a public-sector job (some of them).
I got a public sector job asking these questions.
Some apply to any job, but some wouldn't be very sensible for many public-sector jobs, where the hiring process is pretty rigid. This is more true than 25 years ago, as there is greater sensitivity to bias.
I don't understand. What is "USA-ish"? I happen to be an American. I recognize I am part of that culture. I am more cognizant of the fact my culture has colonized others to their detriment. Does that make sharing a resource for job hunting less valuable?
UK reader here. Your advice is perfectly sensible to me.
What I am saying is that where I come from you as a person is way more looked at as in ‘does this type fit in socially’. All skills and expectations is something you can write in your application. What you can’t do at forehand is to check out if the person has any social skills. We usually spend one year training our new colleagues. We expect a fair educational level and maybe some experience. But again: all that is something you can put on your CV. Social stuff and how you react in specific situations - do you think as a team or do you go solo etc.
Thank you for the clarification.
So appreciated. Thanks a bunch!
Thank you so much for sharing this.
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Boomer, sorry to break it to you but your way of obtaining a job would leave you homeless. Congratulations on being retirement age.
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Boomer generation is 57-75. Son, you’re a Boomer. Congratulations on your sweet wealth. We’re all so proud of you for being such a tough negotiator. Please create a course and become the gay version of Andrew Tate so we can learn from you.
[удалено]
I’m partnered but it would be helpful to the other guys on here. Wise old sages should share their expert advice.
Interesting, but some of those questions are likely to be met with blank looks and "none of your business". What company would answer questions about who they had interviewed? Maybe by a second or third interview, when there are finalists for a high-level job, but otherwise that's foolish.
It's a defensive question. If I, the applicant, am successful, I need to know if other employees wanted the job and may be hostile to me coming in.
It's also intrusive and likely to be perceived as such. (I interviewed people with some regularity, and we'd have never disclosed that) Generally, you should assume there were internal applicants. When you have an actual job offer to consider, then this becomes an appropriate question.
I can see that the timing of asking the particular question is relevant. May I ask you as an interviewer, what do you think of the other questions and the idea of CAR stories?
I like the CAR stories as a nice way to structure answers to common questions about accomplishments. The other questions would need to be tailored to the position. There are too many of them for a standard first interview. It risks leaving the interviewer distracted, even flustered, not a great thing to do. This is especially true in places that have a formal interviewing process overseen by HR. The person interviewing you may not know the answers. That is a pain, but it happens. By a second or later interview (if any) they make sense. In first interviews I was usually looking for intelligence and coherence, as much as specific job skills. For those I already knew their job history, and there is abundant evidence that prior job success is a far better predictor of future success than interviews are.