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5 Types of Interviews that You Should Look Out For

5 Types of Interviews that You Should Look Out For

When searching for a job, one of the most rigorous and closely-analyzed part of the process is the interview. A whole industry—interview coaches, resume writers, personal growth coaches, and so forth—bases its livelihood on the potential interviewee (you), lacking confidence regarding your interview. Job aspirants need to know that the interview is as much a learning process for the company as it is for you.

In many cases, the interviewer has no idea what they are doing, and I’ve compiled just a short list of my experiences in which the interviewer may have been more nervous that the interviewee.

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1. My Party Interview at a World-Renowned University:

I once interviewed for an administrative position at a world-renowned university here in the Chicagoland area. The position was in the university’s grants department, and the aim was to compile huge amounts of data so that the university could continue to properly apply for funding for scientific research.

When I walked into the interview door, there were eight women, mostly aged 25-35, seated around a large conference table, chatting about whatever. They went around in order, asking the most basic questions of me, and only two of the eight seemed to even be able to hear what I had to say. One pair kept chatting over me the whole time. Safe to say, I walked out there wondering how they thought they were going to get a qualified candidate, and how such a prestigious institution could think that was an interview.

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2. The Generic Under-Interview:

In many positions I’ve fulfilled, I went into the interview needing a job, and was more or less immediately handed one. In a situation in which you need some source of income, this is great: maximum reward for minimum effort. However, when the person does so little to analyze how you might fulfill the position, that itself should raise flags. Not analyzing your ability to do the work at interview stage means the interviewer will likely under- or over-estimate the needs of a task later on, and you will often be left confused, overburdened, or both. If you need to take a position like this, after you are hired, be prepared to ask a ton of questions, because the supervisor will almost never give you what you need.

3. The Cultish Interview:

On one or maybe two occasions, I went into a company thinking I was getting interviewed and basically came out thinking the company either was trying to get me to buy their product or maybe even trying to brainwash me. The most recent occasion was for a company that sold sales self-improvement advice called Glazer-Kennedy Insider’s Circle. (I feel comfortable mentioning their name because of their lower Better Business Bureau rating.) While that certainly can be a serious business sector, the panel of rotating interviewers at GKIC kept repeating the name “Dan Kennedy” over and over. The first interviewer said it just a few times, the second interviewer repeated it consistently, and when the third interviewer came in and asked me, before sitting down, “What do [you] know about Dan Kennedy?” I wished I had stayed home. Whether it was a Ponzi scheme or an actual cult, I never bothered to find out.

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4. The Therapy Session:

I cannot recall an instance in which this happened to me specifically, but several colleagues have recalled interviews in which the questions were intensely personal. For example, when I worked under the worst boss I ever had, coworkers and I would regularly commiserate, and one of them shared that my boss confided a past history of paternal abuse during my coworker’s interview. While my coworker took the position because she would not have to directly report to this tortured supervisor, I wish I had a glimpse of that before I took the position, because my tenure ended when I went to the Equal Employment Opportunity commission to see if several encounters qualified as sexual harassment. Sometimes, the interviewer is incredibly unstable, and, given the chance, they will show you that side.

5. The Casual Chat:

If ever an interview feels like you are chatting with a friend and not a potential employer, you can go ahead and assume you aren’t really even being considered. Signs of this include: talking about the requirements of the job more than your qualifications, conversing about a shared history, or even talking about the weather or news too much. Much like this entry, the casual chat interview will leave you pleasant and happy, but totally uninformed, lacking in a sense of accomplishment, and unconcerned about following up.

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Featured photo credit: WOCinTech Chat/Jimbo Fisher via flickr.com

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Last Updated on November 26, 2020

How Relationships Building Helps Achieve Career Success

How Relationships Building Helps Achieve Career Success

As playwright Wilson Mizner supposedly said all the way back in the 1930s,

“Be kind to everyone on the way up; you will meet the same people on the way down.”

The adage is the perfect prototype for relationship building in 2020, although we may want to expand Mizner’s definition of “kind” to include being helpful, respectful, grateful, and above all, crediting your colleagues along the way.

5 Ways to Switch on Your Relationship Building Magnetism

Relationship building does not come easily to all. Today’s computer culture makes us more insular and less likely to reach out—not to mention our new work-from-home situation in which we are only able to interact virtually. Still, relationship building remains an important part of career engagement and success, and it gets better with practice.

Here are five ways you can strengthen your relationships:

1. Advocate for Other’s Ideas

Take the initiative to speak up in support of other team members’ good ideas. Doing so lets others know that the team’s success takes precedence over your needs for personal success. Get behind any colleague’s innovative approach or clever solution and offer whatever help you can give to see it through. Teammates will value your vote of confidence and your support.

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2. Show Compassion

If you learn that someone whom you work with has encountered difficult times, reach out. If it’s not someone you know well, a hand-written card expressing your sympathy and hopes for better times ahead could be an initial gesture. If it’s someone with whom you interact regularly, the act could involve offering to take on some of the person’s work to provide a needed reprieve or even bringing in a home-cooked dish as a way to offer comfort. The show of compassion will not go unnoticed, and your relationship building will have found a foothold.

3. Communicate Regularly

Make an effort to share any information with team members that will help them do their jobs more effectively. Keeping people in the loop says a lot about your consideration for what others need to deliver their best results.

Try to discover the preferred mode of communication for each team member. Some people are fine relying on emails; others like to have a phone conversation. And once we can finally return to working together in offices, you may determine that face-to-face updates may be most advantageous for some members.

4. Ask for Feedback

Showing your willingness to reach out for advice and guidance will make a positive impression on your boss. When you make it clear that you welcome and can accept pointers, you display candor and trust in what opinions your superior has to offer. Your proclivity towards considering ways of improving your performance and strengthening any working interactions will signal your strong relationship skills.

If you are in a work environment where you are asked to give feedback, be generous and compassionate. That does not mean being wishy-washy. Try always to give the type of feedback that you wouldn’t mind receiving.

5. Give Credit Where It’s Due

Be the worker who remembers to credit staffers with their contributions. It’s a surprisingly rare talent to credit others, but when you do so, they will remember to credit you, and the collective credit your team will accrue will be well worth the effort.

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How Does Relationship Building Build Careers?

Once you have strengthened and deepened your relationships, here are some of the great benefits:

Work Doesn’t Feel So Much Like Work

According to a Gallup poll, when you have a best friend at work, you are more likely to feel engaged with your job. Work is more fun when you have positive, productive relationships with your colleagues. Instead of spending time and energy overcoming difficult personalities, you can spend time enjoying the camaraderie with colleagues as you work congenially on projects together. When your coworkers are your friends, time goes by quickly and challenges don’t weigh as heavily.

You Can Find Good Help

It’s easier to ask for assistance when you have a good working relationship with a colleague. And with office tasks changing at the speed of technology, chances are that you are going to need some help acclimating—especially now that work has gone remote due to the COVID-19 pandemic.

Much of relationship building rests on your genuine expressions of appreciation toward others. Showing gratitude for another’s help or for their willingness to put in the extra effort will let them know you value them.

Mentors Come Out of the Woodwork

Mentors are proven to advance your professional and career development. A mentor can help you navigate how to approach your work and keep you apprised of industry trends. They have a plethora of experience to draw from that can be invaluable when advising you on achieving career success and advancement.

Mentors flock to those who are skilled at relationship building. So, work on your relationships and keep your eyes peeled for a worthy mentor.

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You Pull Together as a Team

Great teamwork starts with having an “abundance mentality” rather than a scarcity mentality. Too often, workers view all projects through a scarcity mentality lens. This leads to office strife as coworkers compete for their piece of the pie. But in an abundance mentality mode, you focus on the strengths that others bring rather than the possibility that they are potential competitors.

Instead, you can commit relationship building efforts to ensure a positive work environment rather than an adversarial one. When you let others know that you intend to support their efforts and contribute to their success, they will respond in kind. Go, team!

Your Network Expands and So Does Your Paycheck

Expand your relationship building scope beyond your coworkers to include customers, suppliers, and other industry stakeholders. Your extra efforts can lead to extra sales, a more rewarding career, and even speedy professional advancement. And don’t overlook the importance of building warm relationships with assistants, receptionists, or even interns.

Take care to build bridges, not just to your boss and your boss’s boss but with those that work under you as well. You may find that someone who you wouldn’t expect will put in a good word for you with your supervisor.

Building and maintaining good working relationships with everyone you come in contact with can pay off in unforeseen ways. You never know when that underling will turn out to be the company’s “golden child.” Six years from now you may be turning to them for a job. If you have built up a good, trusting work relationship with others along your way, you will more likely be considered for positions that any of these people may be looking to fill.

Your Job Won’t Stress You Out

Study shows that some 83 percent of American workers experience work-related stress.[1] Granted, some of that stress is now likely caused by the new pandemic-triggered workplace adjustments, yet bosses and management, in general, are reportedly the predominant source of stress for more than one-third of workers.

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Having meaningful connections among coworkers is the best way to make work less stressful. Whether it is having others whom to commiserate with, bounce ideas off, or bring out your best performance, friendships strengthen the group’s esprit de corps and lower the stress level of your job.

Your Career Shines Bright

Who would you feel better about approaching to provide a recommendation or ask for promotion: a cold, aloof boss with whom you have only an impersonal relationship or one that knows you as a person and with whom you have built a warm, trusting relationship?

Your career advancement will always excel when you have a mutual bond of friendship and appreciation with those who can recommend you. Consider the plug you could receive from a supervisor who knows you as a friend versus one who remains detached and only notices you in terms of your ability to meet deadlines or attain goals.

When people fully know your skills, strengths, personality, and aspirations, you have promoters who will sing your praises with any opportunity for advancement.

Final Thoughts

At the end of the day, it is “who you know” not “what you know.” When you build relationships, you build a pipeline of colleagues, work partners, team members, current bosses, and former bosses who want to help you—who want to see you succeed.

At its core, every business is a people business. Making a point to take the small but meaningful actions that build the foundation of a good relationship can be instrumental in cultivating better relationships at work.

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Featured photo credit: Adam Winger via unsplash.com

Reference

[1] The American Institute of Stress: 42 Worrying Workplace Stress Statistics

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