Posted under Interviewing on July 23rd, 2008
Too many interviews turn into interrogations. But what’s really wanted–for you and for the interviewer–is a collaboration. If an interrogation is a one-way street, the interviewer may, or may not, learn the truth about your value to the firm. Wouldn’t a two way conversation be better?You’ll learn a lot about a company by researching it before the interview. But there is no substitute for actually speaking with the person who will be your boss. You’re about to see a critical question you can ask to see if the interviewer, and his or her company, is the right choice for both of you. However, before you read the question, I want you to see the law that governs it.Orlando’s First Law of Employment states this: Everything you see, everything you hear, as you talk with a prospective employer is endorsed or condoned by the leadership–without exception! You know this is true whenever you deal with an employee of any company. Great employees are there because management rewarded their ability to defend the brand. Bad employees remain because the boss wasn’t paying any attention. Bad employees act as they do because they know their bosses will let them get away with it.With the law in mind, here’s the question you can ask early in the interview: “What’s the biggest problem your company has (in your career field)?” You may also ask the question like this: “If there was one thing I could do for you (in my career field) in the first six months, what would that one thing be?” Or. . .and this will really test to see if the interviewer is prepared. . .”Supposed I have been on your team for six months and I have exceeded your expectations. What would I have done to reach that level?”You want a real answer. Words like “. . .working hard and playing hard across the bridge to the next paradigm shift. . .” tell you the interviewer won’t know how to define your sucess. And he’s already working for the company! You want a real answer. Words like “. . .working hard and playing hard across the bridge to next paradigm shift. . .” tell you the interviewer won’t know how to define success. And he’s already employed!Another wrong answer is to repeat minimum standards like these: “. . .building relationships with our customers, being energetic and professional. . . ”Nobody would hire anybody who wasn’t all these things. A good answer is your doorway to explore how you can help the company. It’s the gateway to telling the powerful stories the prove how you can be most productive right from the start. Posted by Don Orlando
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