Interviewing is a skill that requires cultivation and on-going maintenance because one never knows what to expect when arriving at a company for an interview. The reason for this is that interviews are often the least disciplined component of the talent acquisition process. While recruiters and human resource managers who oversee talent acquisition are trained interviewers, many hiring managers are not. Worse, many hiring managers find the task to be unpleasant and grueling. Regardless of who is conducting the interview, most interviewers have the goal of determining if the candidate is a good fit for the company, for the leadership, and the job.
To determine whether a candidate is a good fit for the company, the interviewer may ask the following questions:
- What do you know about the company? What aspects of working at the company are most appealing to you?
- Of all the companies you’ve worked for so far in your career, which one(s) did you enjoy working for and why?
- Where did you experience the best teamwork? What made that team successful?
- Provide an example of someone with whom you found it diffcult to work? Why? What did you do, if anything, to make the situation better (more workable)?
- Describe a time when you had difficulty accomplishing a task. What obstacles did you encounter? Who did you go to for help?
- Describe a time in your previous job where you were asked to do something which you didn’t agree. What did you do?
- Describe the different workspace arrangments you’ve experienced (open space, cubicle, private office). Which one did you prefer and why?
In general, employees who are able to function well in teams and organizations will have had mostly positive experiences with past employers. A candidate who will fit into the work environment, work well with other members of the team, and respect company values is likely to use the word “we” more than the word “I” when describing team projects and accomplishments and will demonstrate a measure of understanding and ownership for team objectives.
Conflict or disagreement between colleagues are bound to occur in a work setting. The ability to resolve these situations constructively is a valuable skill for employees to have and an asset to the team.
Both Gen Z and Millennials cite the people they work with as the number one attribute that enables them to do their best work. During the interview process, it is likely that candidates will be offered the opportunity to meet some of the members of the team to measure compatibility. Source: Randstad’s Gen Z and Millennials Collide @ Work report, U.S. findings.
Now, get to it . . .
This Blog is made available by me, an attorney licensed to practice law in the State of Connecticut. I am not a recruiter, hiring manager, or career agent. Nor am I an expert in any of the areas or issues related to job search activities. I am merely sharing my job search experiences with you. This Blog/Web Site is designed to provide accurate information on the subjects presented but should not be considered professional or legal advice.