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Navigating the Etiquette of Social Media

Navigating the Etiquette of Social Media
Jumping People

    Blogging, social networking and a veritable host of methods of stay in contact with people are all very new. There is no real handbook of online etiquette that we can turn to with questions of how many comments are too many or whether we really have an obligation to follow our second cousin’s blog.

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    The mere word ‘etiquette’ feels old-fashioned, without application in a web-based world. I’m not suggesting that the Internet needs formality or help addressing emails, though. Instead, I think that the aspect of etiquette most helpful to those of us living a significant portion of our lives online is the ability of social rules to suggest a next step. At the very least, I think that paying just a bit of attention to old-fashioned manners can help those of us who hope to avoid looking trollish. (There may be no helping those trolls who enjoy irritating others.)

    Miss Manners — Judith Martin — said the following in a 1995 interview, and I can’t help but think that it’s still true:

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    You can deny all you want that there is etiquette, and a lot of people do in everyday life. But if you behave in a way that offends the people you’re trying to deal with, they will stop dealing with you…There are plenty of people who say, ‘We don’t care about etiquette, but we can’t stand the way so-and-so behaves, and we don’t want him around!’ Etiquette doesn’t have the great sanctions that the law has. But the main sanction we do have is in not dealing with these people and isolating them because their behavior is unbearable.

    Our goal in participating in networking sites and other online media is almost always to interact with other people. If Miss Manners is right, ignoring the niceties of behavior is the fastest way to lose out on the benefits of social networking.

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    How to Avoid An Online Faux Pas

    For the most part, being a reasonably nice person is enough to avoid most accusations of bad manners. That’s not quite enough, though. There are a few types of behavior that don’t necessarily seem to be in bad taste but wind up irritating the person on the receiving end. I don’t claim to have a direct line to Miss Manners on all matters of the Internet, but I’ve come up with a list of things that I think should be included in the first Internet etiquette manual.

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    • Give attention if you want attention. We all get plenty of requests on our time, whether some PR flunky has sent out a mass press release to every blogger in your niche or someone on LinkedIn wants an introduction to one of your connections. I’m not suggesting that I want everyone to do something for me before I do a favor for him or her. Instead, I want those askers-of-favors to make it clear why they’re asking me: PR guys should be telling me why my specific blog should talk about their products and LinkedIn users should be making it clear why I’m the best person to make a connection beyond the fact that I’m available. Prove I’m not just some name on a list.
    • Don’t overwhelm your connections. Every time I log in to Facebook, I have about 10 invitations to throw sheep, play werewolves or otherwise do something to my friends. Half of them are all from one person. I don’t even check what invitation he’s sent anymore — I just automatically ignore them. This particular person has lost my attention in a big way, that he could have avoided by just slowing down on the number of applications he invited his entire friends list to in a given week.
    • Be as clear as possible. There’s a tendency to try to take shortcuts when writing online, but being less than clear is the fastest way to irritate someone. It goes far beyond 1337-speak and poor grammar, though: readers can easily misconstrue ambiguous writing.
    • Keep private information private. I know plenty of well-meaning folks who wouldn’t hesitate to give out a friend’s email address or phone number in hopes of helping out another connection. I even do it — but only if that contact information is readily available. I’ll Google the person’s name, and if I find an email address or phone number easily, I don’t worry about giving it out. But if that person has gone to some effort to keep their contact information private, I do my best to respect their wishes. (Offering to pass along information to someone who keeps their contact info private seems to work almost as well.)
    • Don’t contribute to information overload. It’s extremely difficult to keep a conversation involving hundreds or even thousands of participants on track, like on a large mailing list or on a comment thread on a popular blog. But I can’t think of a single person that really enjoys all of those tangents. Avoiding them when possible is truly good manners.
    • Avoid anonymity. As a general rule, little good seems to come from anonymity online — everyone seems to delight in discovering who an anonymous blogger or poster might be, therefore compounding any damage done by associating your name with an unpopular opinion. There are, of course, some topics that certain people can’t write about, such as their employers, without some form of protection, and I can’t provide a good solution for those cases, but anonymous individuals rarely stay that way online.

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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!

    More Resources About Job Interviews

    Featured photo credit: Amy Hirschi via unsplash.com

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