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Why You Should Ask These Questions During Job Interviews?

Why You Should Ask These Questions During Job Interviews?

TED talk presenter Meg Jay illustrated beautifully, in her captivating speech that went vial last week, the danger of dismissing an entire decade of your 20’s. If I may piggyback, understanding important tactics of an interviewee fresh out of college (or high school) is beneficial to fighting this. Among many things, it makes you appear more professional, qualified, wise, and able to do any job with integrity, poise, and talent. The questions you ask can easily make or break a crucial career opportunity.

We don’t want you to squander that, and you don’t either.

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What would better equip you than a mental database of stellar questions to ask interviewers? Here we’ll cover 10 important questions, in sequential order of how you should ask them, with vivid descriptions behind the psychology of each. As a bonus, I’ll include a short list of questions at the very end that you should avoid like Liberian Ebola when in the interviewee chair.

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Pre-interview question to ask yourself: How much do I know about this company?

  • A quick Google search you can pretty much find anything you want to know about a company. Nothing screams unprepared amateur like waltzing into an interview and asking basic questions like, “What does your company do?” How enthusiastic, motivated, and intelligent will you appear when you drop knowledge about when the company was founded, it’s cornerstone ethics, and some notable successes of the past?

1. How is the culture of this workplace? What will my roles and expectations be?

  • Expressing interest in knowing what’s expected of you before you get the position shows that you’re serious. It’s a display of your desire to fully understand your obligations before the first day of training. In one word: ambition.

2. Do you enjoy working here? Can you name a time when you felt extra proud to be a part of this company?

  • Chances are high that if they’re in a role that involves interviewing people, both of these questions will be a resounding ‘yes.’ Everyone enjoys talking about themselves, too. If you give them permission to take the floor, you’ll not only learn valuable lessons from someone who may very well be your boss if you land the job. It’ll also relieve a lot of the tension interviewing environments evoke.

3. How does my position contribute to the goals of the company?

  • A bit like #1, but different enough to note. Understanding the layout and structure of the company, as well as your personal involvement, breeds a team-first attitude. This will rub potential bosses and interviewers the right way by persuading them that you’re someone who can take direction, but knows their role and can lead when necessary.

4. What does your company consider a “success?” -or- What does your company consider “excelling?”

  • No matter what job, success is what we all strive for. Knowing what that means to a given company is crucial to your daily workflow, development, and progress. This will speak well to a potential employer considering their performance is often based on how well or poorly their underlings perform.

5. Can you describe for me the ideal candidate for this role?

  • This is to provide you with a “bar” per say. It gives you something to strive towards, shoot for, and a set criteria of what it takes to be accomplished in the job. Also, if you’re asking this it tells the interviewer that you wish to know the golden standard of workmanship that needs to be upheld day in and day out.

6. Does anything on my resume concern you? Do you have questions about anything you see?

  • This is a bit testy because it puts them on the spot, but not in an abrasive, awkward, or strange way. Instead, it will encourage them to ask questions about you personally, which would be a good chance to point out special things on your resume that shine like amateur curling and Easy-Bake-Oven-Offs. Furthermore, this is a good chance to let your personality show, as the other 9 questions are quite professionally oriented.

7. Who will I report to? May I meet them before I start, please?

  • The second part of this question is assuming you have the job locked down, but in my experience I’m not often reporting to the person who interviewed me so this is good to ask. Use this opportunity to get to know more about the people in your office. For your own sake, don’t be a suck up.

8. Can you describe for me the typical day or week in this company?

  • This is as more for your benefit, but it reiterates your aspiration. It’s definitely nice to know what to expect, too.

9. Are there any other important people you recommend I reach out to?

  • Assuming that you don’t have the job yet, this will show your interviewer that you have enthusiasm for the position and want to expand your further reach into the company. It’s also a valuable habit that will make networking a breeze. You’ll be surprised what happens when you ask.

10. I love challenges. Can you provide me with an example of a difficult challenge you’ve overcome in your current role?

  • I put this one last, and encourage you to use it last, for a few reasons. First, it shows that you have a solid backbone and good resolve that you won’t shy away from difficult situations. Second, I have yet to meet one boss who turned down a challenge taker (Warning: I’m not recommending you force this if you despise challenges, but the job world, your dreams, and nearly everything else in your life will be full of them. No sense in running from them.) Third, it gives them the podium once more to speak their piece and share their wisdom. I can’t tell you enough how much people like talking about themselves.

As promised, here are your never mentions:

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  • Does the company require drug or alcohol tests?
  • Will you perform a background check?
  • When will I get paid and how much?
  • How much vacation and sick time will I get?
  • Does the company track my internet and email activity?

These may seem obvious, but you’d be surprised. Arm yourself with the proper mental artillery to nail the interview, seal the opportunity, and begin a fresh chapter in your newly developing career.

Featured photo credit: Businessman / bowie15 via 123rf.com

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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