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7 Questions Millennials Should Ask During Interviews

7 Questions Millennials Should Ask During Interviews

Millennials, do you spend hours prepping for a job interview by researching companies, googling common interview questions and rehearsing answers? You may be missing one step! Don’t forget that an interview is not just about employers determining if you’re right for the company. Millennials should use this time to determine if the company is the right fit for them as well. Get past your nerves and work up the courage to ask your potential employer these questions: 

1. What are the opportunities for advancement?

One of the top reasons Millennials leave a company is because of lack of advancement opportunities, so it’s important to weed out any employers that will not offer this long-term growth. Millennials may be hesitant to ask this question so employers don’t get the impression that they are trying to get ahead before even getting a foot in the door. However, interviews are not just about finding a job, they are about finding the right fit for you, and if that means having opportunities for you to develop professionally, this question must be discussed.

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2. What is the job flexibility?

Millennials crave job flexibility, so why not find out how rigid the environment is before signing on for a job? This question does not have to come off as you having demands or wanting to sleep in late. Instead of saying “can I work a 10-6 shift? I’m not a morning person” try “What is the work-life balance like in this department?” The answer to this question will be more telling, as the potential employer will probably give you information about people in your department with families or activities outside of work that will help you determine the flexibility while still allowing you to make a strong first impression.

3. How much of an impact will I have?

To get a sense of where you stand on the totem pole, ask your potential employer questions about what kind of decision-making impact you will have. Will you be able to give ideas on solving department issues? Or will your biggest decision be what to have for lunch? Millennials love being responsible for important assignments and brainstorming solutions to company problems, so finding out ahead of time that this won’t be available to you will save you a lot of trouble working in the wrong job.

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4. What kind of interaction will I have with upper management?

Millennials do not want to work in an atmosphere where upper management is segregated from lower level employees. This generation wants to collaborate with team members on all levels, and get feedback and coaching from people they view as mentors. If you want to mix and mingle with the big wigs, but the position you’re interviewing for will have you trapped on another floor with similar employees, ask if there are mentorship opportunities available. Make sure you’re coming across as someone who wants to learn from the best, not someone who wants to be the best brown-noser.

5. What are the benefits?

Millennials may be more interested in short-term benefits like vacation time and the number of sick days, but during an interview, get an idea of long-term benefits as well. Find out what kind of retirement plans the company offers, and if health insurance covers dental and vision. As a Millennial, some of these benefits may not impact you soon, but you’ll be thankful you have them in the future.

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6. What reservations do you have about me?

This is a hard question for Millennials to ask in a situation that is already nerve-wracking, but it should be asked in every interview. Asking a potential employer this question shows you are a direct communicator and open to constructive criticism. Be sure to handle whatever answer comes your way in a professional manner. If they are hesitant about gaps in your resume, acknowledge that you understand why it is a concern, and then explain why it shouldn’t impact their hiring decision.

7. Who previously held this position?

Get a glimpse into the corporate environment by asking what happened to the person who came before you. If the person was promoted, this is a positive sign that the company believes in upward mobility, and that your position is a great starting point. Some employers may not openly tell you if the person who previously held the position was fired or left for another company, but always look for body language signs to signal that this could be the case. Fidgeting or nervousness in the response may be a red flag that the company does not treat employees well, or easily fires entry-level employees. 

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Trying to land a job so you can work your way up the corporate ladder? Take this free assessment by Joel Goldstein, President of Mr. Checkout Distributors to find out about your leadership strengths and weaknesses!

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Last Updated on March 29, 2021

5 Types of Horrible Bosses and How to Beat Them All

5 Types of Horrible Bosses and How to Beat Them All

When I left university I took a job immediately, I had been lucky as I had spent a year earning almost nothing as an intern so I was offered a role. On my first day I found that I had not been allocated a desk, there was no one to greet me so I was left for some hours ignored. I happened to snipe about this to another employee at the coffee machine two things happened. The first was that the person I had complained to was my new manager’s wife, and the second was, in his own words, ‘that he would come down on me like a ton of bricks if I crossed him…’

What a great start to a job! I had moved to a new city, and had been at work for less than a morning when I had my first run in with the first style of bad manager. I didn’t stay long enough to find out what Mr Agressive would do next. Bad managers are a major issue. Research from Approved Index shows that more than four in ten employees (42%) state that they have previously quit a job because of a bad manager.

The Dream Type Of Manager

My best manager was a total opposite. A man who had been the head of the UK tax system and was working his retirement running a company I was a very junior and green employee for. I made a stupid mistake, one which cost a lot of time and money and I felt I was going to be sacked without doubt.

I was nervous, beating myself up about what I had done, what would happen. At the end of the day I was called to his office, he had made me wait and I had spent that day talking to other employees, trying to understand where I had gone wrong. It had been a simple mistyped line of code which sent a massive print job out totally wrong. I learn how I should have done it and I fretted.

My boss asked me to step into his office, he asked me to sit down. “Do you know what you did?” I babbled, yes, I had been stupid, I had not double-checked or asked for advice when I was doing something I had not really understood. It was totally my fault. He paused. “Will you do that again?” Of course I told him I would not, I would always double check, ask for help and not try to be so clever when I was not!

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“Okay…”

That was it. I paused and asked, should I clear my desk. He smiled. “You have learnt a valuable lesson, I can be sure that you will never make a mistake like that again. Why would I want to get rid of an employee who knows that?”

I stayed with that company for many years, the way I was treated was a real object lesson in good management. Sadly, far too many poor managers exist out there.

The Complete Catalogue of Bad Managers

The Bully

My first boss fitted into the classic bully class. This is so often the ‘old school’ management by power style. I encountered this style again in the retail sector where one manager felt the only way to get the best from staff was to bawl and yell.

However, like so many bullies you will often find that this can be someone who either knows no better or is under stress and they are themselves running scared of the situation they have found themselves in.

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The Invisible Boss

This can either present itself as management from afar (usually the golf course or ‘important meetings) or just a boss who is too busy being important to deal with their staff.

It can feel refreshing as you will often have almost total freedom with your manager taking little or no interest in your activities, however you will soon find that you also lack the support that a good manager will provide. Without direction you may feel you are doing well just to find that you are not delivering against expectations you were not told about and suddenly it is all your fault.

The Micro Manager

The frustration of having a manager who feels the need to be involved in everything you do. The polar opposite to the Invisible Boss you will feel that there is no trust in your work as they will want to meddle in everything you do.

Dealing with the micro-manager can be difficult. Often their management style comes from their own insecurity. You can try confronting them, tell them that you can do your job however in many cases this will not succeed and can in fact make things worse.

The Over Promoted Boss

The Over promoted boss categorises someone who has no idea. They have found themselves in a management position through service, family or some corporate mystery. They are people who are not only highly unqualified to be managers they will generally be unable to do even your job.

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You can find yourself persistently frustrated by the situation you are in, however it can seem impossible to get out without handing over your resignation.

The Credit Stealer

The credit stealer is the boss who will never publically acknowledge the work you do. You will put in the extra hours working on a project and you know that, in the ‘big meeting’ it will be your credit stealing boss who will take all of the credit!

Again it is demoralising, you see all of the credit for your labour being stolen and this can often lead to good employees looking for new careers.

3 Essential Ways to Work (Cope) with Bad Managers

Whatever type of bad boss you have there are certain things that you can do to ensure that you get the recognition and protection you require to not only remain sane but to also build your career.

1. Keep evidence

Whether it is incidents with the bully or examples of projects you have completed with the credit stealer you will always be well served to keep notes and supporting evidence for projects you are working on.

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Buy your own notebook and ensure that you are always making notes, it becomes a habit and a very useful one as you have a constant reminder as well as somewhere to explore ideas.

Importantly, if you do have to go to HR or stand-up for yourself you will have clear records! Also, don’t always trust that corporate servers or emails will always be available or not tampered with. Keep your own content.

2. Hold regular meetings

Ensure that you make time for regular meetings with your boss. This is especially useful for the over-promoted or the invisible boss to allow you to ‘manage upwards’. Take charge where you can to set your objectives and use these meetings to set clear objectives and document the status of your work.

3. Stand your ground, but be ready to jump…

Remember that you don’t have to put up with poor management. If you have issues you should face them with your boss, maybe they do not know that they are coming across in a bad way.

However, be ready to recognise if the situation is not going to change. If that is the case, keep your head down and get working on polishing your CV! If it isn’t working, there will be something better out there for you!

Good luck!

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