Stuff You Should Know

[Lyte]

You're very welcome!

Honestly... lol ... even as one who does the hiring... very often... there's no telling why people hire who they hire!

During my last job search (2014)... I had... I kid you not... an "interview" that lasted nearly three hours. And it was not for a position that was worthy of a long ass interview. The Ops Mgr. and I just hit it off... then she wanted to introduce me to one of the VPs... hit if off with him too... and it was one of those situation where one, I wanted the job, two I wanted the job cuz they worked 4/10s (three day weekends!) and I didn't have anything else to do that day... so I didn't have a good reason to say... "Look... people... I gotta go!" I even got called back by their HR Dept., I think it was three times in two months to see if I was still available and interested. And yet, after all that... I never heard back with a job offer! lol SMH Point being... you have the best interviews ever ... and still it's a crapshoot as to who gets hired!

I've done (as interviewee) quite a few panel interviews... those are always a joy! Ugh! lol

Why do you think one of the interviews was a bomb? I'm not meaning to pry or asking for specifics... more like ... what gives you the impression that it was a bomb?

Good luck with your job hunt!

Originally Posted by Andrea

Thank you for this. I work for the State of
California and have been hunting for the perfect position to transfer to. There have been some great interviews and one bomber. I don't get nervous so not sure what happened there.

Anyway, many of the state interview questions are the type you describe so it is good to have something to remember to cover each item.

Like d_c, the state gives the interviewee the questions for about 20 minutes prior to the interview. Then the questions are asked by a panel of three.

Crossing my fingers the position I applied for yesterday is the perfect fit.

[Lyte]

GENERATIONS DIFFERENCE and TRAINING / COACHING

Anyone else get training re: the differences in the various generations? You know, these guys...

Generation X
Generation Y, Echo Boomers or Millennials
Generation Z

I'm not sure if it's brilliant or ... something other than brilliant... that there are companies that will come to your company to educate management staff re: the differences and how to best train/coach each generation.

[Lyte]

A couple of weeks ago the contract with my electricity provider expired. My AC/HEAT equipment is like 17 years old so I decided to stay with StarTex (now StarTex/Constellation) because they have a new offer that includes "repair service." Meaning, should something happen with the AC/HEAT in the house they'll come out and do ... something! At that time, I didn't really know what or how much they'd do. Shrug! Well... wouldn't ya know... the heat actually crapped out a week after I signed up. Texas... middle o' winter... friggin' brrr!!!

So... what you should know is that with this new StarTex/Constellation contract (w/repair service) ... I got like $400 worth of repairs done for free!! The repair guy says that Constellation (w/repair service) is available in other states so you might wanna check them out!

[RockOn]

Here is a tidbit of info.

After you have the job and if you find somewhere along the way you have placed trust in a corrupt, dishonest supervisor, get away fast. They will not change and continuing on with this person will bring problems and more problems on you. It can affect your salary, your future, your retirement.

[homoe]

Originally Posted by RockOn

Here is a tidbit of info.

After you have the job and if you find somewhere along the way you have placed trust in a corrupt, dishonest supervisor, get away fast. They will not change and continuing on with this person will bring problems and more problems on you. It can affect your salary, your future, your retirement.

I bet a lot of former White House employees wished they'd seen this advice...........

[Lyte]

So very true! If a member of management is treating others poorly and you think, for whatever reason that you're safe, you're not.

Originally Posted by RockOn

Here is a tidbit of info.

After you have the job and if you find somewhere along the way you have placed trust in a corrupt, dishonest supervisor, get away fast. They will not change and continuing on with this person will bring problems and more problems on you. It can affect your salary, your future, your retirement.

[CherylNYC]

Thank you! This is a fascinating thread for me. I've never worked for a company as a permanent employee, so I've never even interviewed for a full time job. I've always been a freelancer, so the ways of corporations and other types of full time employers are something of a mystery to me. I occasionally find myself wondering what it would be like, and how would I even navigate the hiring process? I'm successful in my career, so this is a purely hypothetical excersize, but I'm certainly enjoying learning something about how it's done.

When I'm hired for a project too large for me to execute by myself I sometimes am in a position to directly hire helpers. At other times I may be working for a boss who is open to letting me request specific artists. The closest thing I ever get to a formal hiring process is looking over other artist's portfolios. I haven't ever thought of asking a set of questions structured like the above, (STAR), but I may start doing it now. What I look for while I'm checking out other artists' technical prowess is any hint that they, (particularly the men), will be resistant to following directions. I'm also trying to assess whether they'll be lazy or indifferent. It's all so intuitive compared to the above!

[Lyte]

Ohh... freelance sounds GREAT to me! I like the idea of having greater control over who I'm working for or with.

I friggin' hated the STAR method at my last job! They had us asking over a dozen questions so most interviews were a friggin' grind!! We were not allowed move things along if the interviewee was a bit of a dud. However, I have to admit that the STAR method is a very good way of ensuring you get answers to your questions. Some people are very good at interviews and very good at seeming to answer your question without actually answering it. They provide you with tons of information, do so confidently, do so amiably, and yet the question went unanswered. The STAR method reminds you (the interviewer) that you want ... that you need ... specifics.

Anyone with a fair amount of social skill and bit of interviewing experience can BS their way through a 20 - 30 - 60 minute interview. Meaning, they can answer the questions just right and display the proper demeanor that you'll think they're perfect for the job and fit right into your team. The STAR method can help you ID these posers ... but not always.

Feel free to hit me up should you have any questions. I've done a fair bit of interviewing in my life and for a wide variety of jobs and skill sets. Sometimes the answer to your question is not actually in the words they chose but in their body language, eye contact, hesitation in answering, rush to answer... etc... etc... these things you have to keep an eye on too. You might pose certain questions more to gauge their reaction than their answer.

Originally Posted by CherylNYC

Thank you! This is a fascinating thread for me. I've never worked for a company as a permanent employee, so I've never even interviewed for a full time job. I've always been a freelancer, so the ways of corporations and other types of full time employers are something of a mystery to me. I occasionally find myself wondering what it would be like, and how would I even navigate the hiring process? I'm successful in my career, so this is a purely hypothetical excersize, but I'm certainly enjoying learning something about how it's done.

When I'm hired for a project too large for me to execute by myself I sometimes am in a position to directly hire helpers. At other times I may be working for a boss who is open to letting me request specific artists. The closest thing I ever get to a formal hiring process is looking over other artist's portfolios. I haven't ever thought of asking a set of questions structured like the above, (STAR), but I may start doing it now. What I look for while I'm checking out other artists' technical prowess is any hint that they, (particularly the men), will be resistant to following directions. I'm also trying to assess whether they'll be lazy or indifferent. It's all so intuitive compared to the above!

[Kätzchen]

Originally Posted by CherylNYC

Thank you! This is a fascinating thread for me. I've never worked for a company as a permanent employee, so I've never even interviewed for a full time job. I've always been a freelancer, so the ways of corporations and other types of full time employers are something of a mystery to me. I occasionally find myself wondering what it would be like, and how would I even navigate the hiring process? I'm successful in my career, so this is a purely hypothetical excersize, but I'm certainly enjoying learning something about how it's done.

When I'm hired for a project too large for me to execute by myself I sometimes am in a position to directly hire helpers. At other times I may be working for a boss who is open to letting me request specific artists. The closest thing I ever get to a formal hiring process is looking over other artist's portfolios. I haven't ever thought of asking a set of questions structured like the above, (STAR), but I may start doing it now. What I look for while I'm checking out other artists' technical prowess is any hint that they, (particularly the men), will be resistant to following directions. I'm also trying to assess whether they'll be lazy or indifferent. It's all so intuitive compared to the above!

Cheryl, I resonate with your post and your life's career. For years, I worked as an independent contractor, set my own rates for service and usually only worked three or four days a week, which left me time to spend with my son's and the ability to have quality time away from work. When I tried to re-enter the tradition work force, it was not without difficulty.

If and when I do enter the work force again, it won't be in an traditional work role. I'm probably going to return to my independent status as an contractor and although I prefer this type of work situation, I usually have my own set of criteria I use, to vet potential scenarios that could become deal breakers for me. I think it's an very intuitive process, vetting out potential issues, but regardless of whether it's male or female, one thing that is important to me are areas concerning cooperation, collaboration and sensitivity to problem solving scenarios.

Thanks for your post, Cheryl, I appreciated reading your take on what is important to you in an hiring process. Negotiation skills are key.

~K.

[cathexis]

Originally Posted by Lyte

GENERATIONS DIFFERENCE and TRAINING / COACHING

Anyone else get training re: the differences in the various generations? You know, these guys...

Generation X
Generation Y, Echo Boomers or Millennials
Generation Z

I'm not sure if it's brilliant or ... something other than brilliant... that there are companies that will come to your company to educate management staff re: the differences and how to best train/coach each generation.

How' about us Boomers 1956-1964 (little late, but near).

[Lyte]

I think they're listed there in the Y category.

They're missing those in betweeners.... the latch key kids. Se moi!

Originally Posted by cathexis

How' about us Boomers 1956-1964 (little late, but near).

[JDeere]

I kinda get the jist of this thread but here is a list of companies not to work for!

https://www.msn.com/en-us/money/care...ymQLz#image=19

[Lyte]

I'm gonna take shit for this but this is something that (some) millennials need to know. If you didn't catch the some… then … yes, I fully aware that not all millennials need this info and if you're one of those... you rock!!

What I'm going to share with you are the two most important expectations that your current or future employer will have of you...

1. That you follow the policies and procedures of your company... of your department … of your Supervisor... etc... etc.. Yes, I mean follow the rules!

2. That you exercise… demonstrate … show some initiative. Meaning …

a. the ability to assess and initiate things independently.

b. the power or opportunity to act or take charge before others do.

c. an act or strategy intended to resolve a difficulty or improve a situation; a fresh approach to something.

Don't demonstrate how well … or how often... or how much... you just want to chill.

No matter what career path you choose, if you master those two behaviors … I promise you... your career path will be so much smoother and you'll be way ahead of everyone else. I will even go so far as to say that your direct Supervisor will love you!!