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30 Things Only An Only Child Would Understand

30 Things Only An Only Child Would Understand

Due largely to the rising costs of raising children, single child families are on the rise in America and other developed nations, with some 18% of families in the U.S. having only one child, a figure which has doubled in the last 30 years. This means that more children in this generation will experience the joys and challenges of being raised in what comedian John Hodgman affectionately calls the “super-smart, ultra-shy narcissist club.” As an only child myself, here are 30 things that I know to be true about growing up solo.

1. We don’t all match the stereotype

We have heard it all before, only children are spoiled rotten little brats… well, guess what, so are a lot of you “normal” people, and you don’t hear us complaining about it all the time. Not all of us are completely self-obsessed.

2. We prefer to avoid conflict

We didn’t grow up with a sibling to torment or to be tormented by and are therefore naturally averse to peer conflict.

3. We are often voracious readers

Without the existence of a built-in familial playmate, we had to find other ways to occupy our time and add some people, albeit imaginary, into the cast of characters in our lives.

4. We love to hang out with big families

In much the same way that a visit to the country is an exciting and novel adventure for a city dweller, observing the dynamics and inner-workings of a large family is enjoyable for only children.

5. We tend to be closer to our friends

We treat our friends like the brothers and sisters that we never had. We are not satisfied with casual acquaintances, we want the talk-for-hours-on-the-phone-every-day type of buddy.

6. We don’t mind being alone

Have you ever seen someone eating at a restaurant or going to a movie by themselves. Guess what, they are probably having a great time, ordering or watching whatever they want. Only children are completely comfortable being alone.

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7. We like having people in the background

Growing up, one of my favorite things to do was invite a bunch of people over my house and then hang out by myself in another room, reading or writing. While this may seem like extremely anti-social behavior, I simply enjoyed having people in the background that I didn’t need to directly interact with.

8. We are old souls

As the majority of our interactions outside of school are with adults, we tend to be a little more mature than our peers and, as such, we act older than our age.

9. We know exactly why we are only children

Every only child eventually gets “the talk” where our parents explain to us why they didn’t provide us with a sibling. In my case, I was a late in life, accidental birth. The whole conversation feels like an apology. It’s awkward.

10. We had imaginary friends

In fact, our imaginary friends had imaginary friends. We crafted elaborate narrative exchanges with these figments of our overactive imaginations and had a great time doing it.

11. We are less prone to PDA

We didn’t grow up being constantly touched and, as such, we tend to be a little more reserved with our public displays of affection.

12. We are less likely to want kids of our own

We do not have fond memories of our siblings growing up alongside us, so we are not inherently drawn to recreating those times.

13. We are a little sensitive

We didn’t grow up being ribbed and constantly picked on. We never built up the emotional callouses needed to live in such a cruel world, so we are often a little sensitive.

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14. We are not likely to throw a punch

…but we often wonder what it would be like to get into a real fist fight.

15. People automatically think we are weird

Telling people that you are an only child is like saying you were raised in a cult, you get a range of looks in response, that span the gap from mildly surprised to outright disgusted.

16. We are not great at sharing

Our things are our things and our food is our food. We didn’t grow up having to share and are therefore not very good at it.

17. We are drawn to other only children

Three of my closest friends are also only children. It’s a little like a private club.

18. We think we are the atypical case

Regarding those three close friends, I feel very strongly that they are all much more stereotypical “only children” than I am.

19. We are obsessive

Without the distractions that siblings provide, we tend to get deep into our hobbies.

20. We are always trying to please our parents

This carries on well into adulthood. We feel a deep need to make our parents proud, mostly because we were our parent’s sole concern for the entirety of our formative years.

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21. We love attention

We grow up never having to fight for attention, in fact, we probably received a little too much of it over the years. We are used to being the focal point in social interactions and that is not an easy thing to give up.

22. We talk to ourselves

And sometimes the conversations are pretty engaging.

23. We have overbearing parents

It’s not their fault, we are all they have, so it is only natural that they would become a little controlling.

24. We are a little bummed out that we won’t be aunts and uncles

Unless we marry into such a situation, we will never have a little niece or nephew to spoil.

25. We don’t always play well with others

Only children sometimes have difficulty operating as part of a team because they did not engage in the same type of group play that other kids did.

26. We don’t always remember our childhoods accurately

We lack a secondary record of our childhood. We have no one to ask if the exaggerated version of events that exist in our heads actually happened.

27. We used to pretend we had older siblings

Mine was a globetrotting college-aged sister with red hair and a fancy car… I genuinely have no idea why.

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28. We are not competitive

We often lack the overwhelming desire, that so many have, to turn mundane events into opportunities for competition. Don’t get me wrong, we like to win just like anyone else, we just typically prefer non-competitive activities.

29. We saved our parents a lot of money

Children are extremely expensive, in fact, it has been estimated that the total cost of raising a child often exceeds $250,000 by the time they reach 18.

30. We are just like everyone else

So stop bringing it up all the time! We’re sensitive about it.

 

Featured photo credit: boy in mumbai slums / pushkar raj sharma via flic.kr

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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