When you interview for a new position, much of the conversation focuses on you and how you’d fill the given role and meet the expected qualifications. As a result, you spend a lot of time selling yourself and your skills.
But choosing to take a new job isn’t just about what you will do for the company— it’s also about whether the company is a good fit for your professional goals and day-to-day happiness. You’ll spend roughly 40 hours a week at work, so you need to make sure this job is one in which you’ll flourish.
To find out if a company or role is the right fit, ask these 10 questions.
1. What Are Your Expectations for This Role?
You need to get a sense of what you’re in for with this new position, particularly what will be expected of you during the first three months on the job. “Asking about quarterly goals for the position is key to setting yourself up for success before you even accept an offer,” says Lindsay Shoemake, founder of career lifestyle site That Working Girl. “If your interviewer or potential manager doesn’t seem to provide a clear answer, that might be a red flag that they haven’t set clear expectations for the position.”
A related follow-up: “What is the biggest challenge I would face in this position?”
“Many interviewers will respond to this question by providing you with an honest overview of company politics that will help you to evaluate whether you can succeed,” says Joe Weinlick, senior vice president of marketing for Beyond.com. “If the answer is, ‘You won’t have any challenges,’ beware! There are always challenges, and you may want to dig deeper before accepting a position.”
2. What Personalities Flourish Here?
This question is a must. Most managers can easily identify the type of person who would be successful in their organizations. Their answer will give you a better sense of whether you would be a good fit within the organization, says Jenn DeWall, a certified career and life coach. “It’s best to know this early on versus fighting to fit in and be the type of personality you’re not,” she says.
3. What Personal or Professional Development Opportunities Exist?
Learning about a company’s commitment to development can signal how much the organization values its employees, says Maria Katrien Heslin, founder of Business Boostcamp. “For example, there are some organizations that do not provide training or time off for professional development. Some have overly strict policies on employees being able to attend conferences,” she explains. “Organizations like this most often are pretty old-school in their management approach.”
4. What’s the Typical Career Path for This Position?
“For those who are goal oriented, it’s important to know up front what you’re working toward,” DeWall says. “If you are eager to climb the corporate ladder and develop your resume and an employer indicates there aren’t career advancement opportunities, the position may be a dead end for you and your career goals.”
Definitely something you’d want to know before taking a position that could lead you nowhere—and back on the job hunt in a couple of years.
5. What’s the Company Culture Like?
Whether you’re interested in a job that allows for flex time or you’d like to be able to bring your dog into the office, you need to find out what the company culture is like before you’re hired. DeWall advises asking about the organization’s take on work-life balance and what a typical workday looks like.
Of course, you don’t want to come off as unprofessional, so you might not want to ask straight up about working remotely and whether you’re allowed to dress casually in your first interview, but these key elements might be important to find out if you have an offer in hand.
“By asking about office culture you should get the answers to your questions,” says Erik Bowitz, senior resume expert at Resume Genius. “The ability to dress down and work remotely are valuable benefits for today’s graduates entering the workforce,” and companies are trying to entice the best and brightest with more modern policies.
6. Do You Have a Bonus Program?
“Don’t be bashful about asking about compensation,” Bowitz says. He advises job hunters to get all the details on their pay—from base salary to bonus programs and equity—before accepting an offer, even unofficially or verbally. “Remember you both are bringing value to the table, and so you should never feel lower or disadvantaged being the interviewee.”
Joseph Terach, founder and CEO of Resume Deli, also advises not being shy when asking about benefits, especially how much you’ll have to contribute to medical and dental coverage per month and how the 401(k) vesting and matching programs work. At the end of the day, you’re working to get paid, so you need to be sure the compensation is adequate.
7. Why Do You Like Working Here?
The answer to this question can be quite telling. “This is a good question to ask the interviewer because it’s unexpected and the response can be revealing,” says career consultant Melissa Cooley, founder of The Job Quest. “While most folks will pause before answering because they aren’t anticipating the question—which is a normal reaction—others may stumble all over their words. If an interviewer has a challenging time forming an answer, that’s worth noting.”
Some interviewers may give a boilerplate response when asked about company culture, says Weinlick says. But with this question, you’ll get an immediate emotional and verbal reaction. “If the response tells you the person isn’t excited to go to work, then ask yourself if you are likely to be any different,” he adds. “Ideally, the interviewer will paint a picture of why you would want to work at the company.”
8. What Values Are Important to Your Company?
Getting a sense of the company’s values is extremely important, says Ethan Austin, co-founder of GiveForward: You want to find out whether there’s a common mission or goal that employees collectively work toward—and whether it matches your own values. “If different interviewers give different answers to this question, it’s a red flag to the interviewee that the company is not aligned around a clear mission,” he explains.
John Fleischauer, senior talent attraction manager for Halogen Software, agrees. “What you’re looking for is a response where the interviewer can explicitly communicate, with examples, how the organizational culture is intentionally reinforced across the employee life cycle,” he says. “In other words, if exceptional customer service is a cultural value, the importance of wanting to help or serve clients and meet their needs should be included in all job descriptions as a core competency.”
9. What Do You Think Are the Top 5 Assets of This Company?
This is a bit of a trick question, but the answer will give you further insight about what it might be like to work at the organization and how the company values its personnel.
“One of the responses should be, ‘Employees,’” Cooley says. “If the people who make the products or provide the service are mentioned as an afterthought, or not at all, a candidate should really wonder how that would impact the way the company treats them.”
10. Where Will I Sit?
It might sound silly, but literally seeing the office or cubicle in which you’d spend five days each week is very important for assessing your quality of life at the company. “It’s a mistake not to ask to see where you’ll be sitting: Imagine taking a job only to find out on day one that you’re in a windowless basement,” Terach says. Not the kind of surprise you want, right?
Credit : dailyworth.com
By this point, you know not to apply to any jobs with an email address that screams, “I created this in the eighth grade!” So, you’re no longer [email protected] as far as your prospective employers are concerned. You also know not to show up late for the interview. And you have a firm grasp on the importance of making eye contact and delivering a solid handshake.
But did you know that there are several other things that could negatively impact the impression you make with a hiring manager? I spoke to four career coaches to get the outside-the-box scoop on the truly unprofessional things that are bound to hurt you in your job search process. Read on so you can avoid them like you avoid crowds on Black Friday.
1. You’re Desperate—and You Show It
Laura Garnett, career coach and consultant, says that nothing makes you look more unprofessional than when “you feel desperate”. This is because, as the old cliché goes, “People can spot desperation from a mile away.” Garnett knows that it can be hard to mask if you’re actually feeling this way, but, nonetheless, “you have to ensure that you are confident, know the opportunity is a good fit for your strengths, and be able to speak to why and how you are right for the role and the organization.” She encourages job seekers to “be clear on what your career vision is and how this opportunity fits into that.”
Avoid “being a yes person,” she says, encouraging job seekers to “demonstrate curiosity and interest in the organization” and not just talk about yourself nonstop. Nary an interviewer is going to be interested in you if you don’t know when to give up the floor.
2. You Hide Who You Really Are
Garnett’s advice is worth its salt, that’s for sure, and so is career strategist, Rajiv Nathan’s, whose unexpected thoughts on the subject are worth remembering. His belief is that if you hide who you really are in interviews, you’re not doing yourself any favors. Nathan explains that he “frequently advises people to stop dividing work life from home life, and acknowledge that you’re one person at the end of the day. Share who you are as a person, don’t just share the role you think the company’s trying to cast for its ‘play.’”
To him, that “includes sharing the weird or potentially ‘unprofessional’ things you’re interested in.” Basically, in order not to appear unscrupulous, you’ve got to delve into the so-called unprofessional. Nathan has gone there, telling “interviewers within the first three minutes” that he loves WWE pro wrestling and that he’s a rapper. This kind of information is going to set the stage for a far more interesting, memorable conversation than if you pretend to be one-dimensional.
3. You Don’t Finish Your Homework
You’ve probably heard about the importance of researching a company (a.k.a., homework) before going into a job interview. You want to be able to talk intelligently, so you read the mission statement, do a Google search of the founders, and have a general understanding of their past and present standing.
But, cautions Adrian J. Hopkins, a Muse career coach, this isn’t homework you can half-ass. It’s not enough to spew off a couple of “top-line company facts.” If you want the job and wish to avoid looking unprofessional in any way, shape, or form, you’re going to have to “go above and beyond a basic understanding of the company.” Let the interviewer know how you plan to grow with the company and get him thinking that he can’t “believe” he hadn’t the good fortune of meeting you sooner.
Review Google News for references to the company, paying special attention to any statements that executives make about their strategic direction. If you’re familiar with where the leadership team wants it to go, it’s easier to make a case for why they should bring you on to help them get there. If the organization is smaller and not in the headlines, review its blog and social media, and prepare a new and thorough perspective on something that you’ve read.
4. You Blow it on Social Media
Has the incredible importance of your social media presence sunk in yet? This sounds super obvious, yet status faux pas are somehow still an issue—making it the most unexpected unprofessional behavior at this point. Career expert and coach Heidi Duss can’t stress this point enough: “Everyone needs to be very aware of what they are putting out.” She goes on to explain that “Hiring managers and recruiters will Google someone and find his or her online presence.”
To drive her point home, Duss shares an anecdote of her own:
I once had a college student apply for an internship in our finance department. The hiring manager came to me and noted that he had checked out her Twitter feed and she had horrible things to say about the university she was graduating from, as well as the professors she had. Every other word was derogatory. The hiring manager said, ‘If she talks about her school/teachers this way, what is she going to say about our company when something does not go her way?’
The hiring manager had made her point, and so, apparently, had the candidate.
When it comes to getting the job of your dreams and presenting yourself as a professional and desirable candidate, there’s more to it than simply having a typo-free resume and wearing a freshly pressed button-down. Before you pat yourself on the back for remembering to bring extra copies of your application materials to the interview, make sure you brush up on a few of the lesser-known ways that job seekers come across as unprofessional.
Credit : themuse.com
Hiring managers are just people, and people are naturally curious. That means at some point during the interview, you’re going to get the question, “So, why are you leaving your current job?”
Obviously, you want to be honest in an interview. You’re leaving your job for a reason. But you should really try your best to refrain from being negative. Focus on what you have to look forward to, not what you’re leaving behind. To give you an idea of what I mean, here are four fairly blunt reasons why you might be job searching, and how to translate them into tactful responses.
1. You Want to Make More Money
Who doesn’t wish they were paid more? It’s a completely normal thing, but perhaps not the best to bring up during an interview —at least not until the hiring manager is more invested in you.
Here’s what to say instead:
During my three years at LBD, I had the opportunity to really develop a strong skill set in data analysis, quantitative reasoning, and programming. And, while it was a great learning experience and I enjoyed contributing to the team, I’m ready to join a company that values my skills and allows me to use them more fully.
2. Your Boss Is a Jerk
There’s no other way to put it: You have a terrible boss. Mention briefly and neutrally that you two are on separate tracks and move on. Wrap it up with something positive about the company.
Here’s how to phrase it:
I realized the leadership of my team was going in a different direction, and I’m interested in working in a more collaborative environment. It was a hard decision to make because I love the mission of the company, but I ultimately think this is the right choice.
3. You Want to Get Promoted
This is probably the tamest reason to be job searching. In fact, even the blunt version is more or less fine. But, if you want to go into a bit more detail, you can definitely put a positive spin on the answer.
Here’s how to say it:
I’m ready for the next challenge in my career. I loved the people I worked with and the projects I worked on, but at some point I realized I wasn’t being challenged the way I used to be. Rather than let myself get too comfortable, I decided to pursue a position where I can continue to grow.
4. Your Job Is Just Generally Crappy
Sugarcoat a turd, and it’s still a turd. Rather than try to make your job sound less awful than it is, focus instead on the one or two things that drew you to that position, how it was ultimately a bad fit, and what you look forward to in a new role.
Here’s how to put it politely:
I was really excited to start in a role that worked so closely with local wildlife and contributed to such a meaningful cause. I think, because of that, I neglected to learn more about the actual ins and outs of the company. It didn’t take me long to realize that I wasn’t a good cultural fit. Since then I’ve been seeking a role in a company that values transparency, one where I can continue to make an impact.
Notice how all of these responses have at least one thing that’s positive about the interviewee’s previous role? You don’t get any points for recounting each and every flaw of your last supervisor. Your best bet is to take the high road and look to the future.
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You’ve got your eye on an amazing opportunity. You update your resume, perfect your cover letter, and line up your references. So far, you’re doing everything right. But before you submit your application documents, ask yourself this important question: What sets me apart?
You may have an extraordinary cover letter and resume with strong references. Great—but there will probably be other candidates with very comparable documents. So if you really want the gig, you have to be bold and prove your worth—before you’re asked to.
When I was a college student and member of the campus newspaper staff, I participated in interviewing a candidate for Director of Student Publications. While perusing her application materials, I noticed something unique: a newsletter she created announcing her hiring. It demonstrated her design and writing ability, and it made a bold statement about her desire for the job—which she got.
I still remembered that director about 10 years later, when I really wanted an open position with my alma mater, but assumed there would be other qualified individuals who wanted it, too. I asked myself what I could do—beyond writing a standout cover letter and resume—to showcase my abilities.
I ended up developing and submitting a program proposal that demonstrated my ability to plan an event grounded in theory and research, my strong writing skills, and my ability to think creatively. Less than three weeks later, I started in the new role. The proposal had served the exact purpose I wanted it to: It caught the hiring committee’s attention, confirmed my abilities, and showed a level of drive and enthusiasm that none of the other candidates demonstrated in quite the same way.
To be bold in your job search, you need to provide quality information to your potential employer beyond what a standard cover letter and resume convey. However, there is no one-size-fits-all approach. My approach for a position in higher education probably wouldn’t work at a corporate accounting firm. So, how do you make this work for you and your unique situation? It comes down to simply providing evidence that you are the ideal fit. Here are a few ideas to get you started.
1. Submit a “Pain Letter”
Follow the advice of Liz Ryan, and substitute a pain letter for your cover letter. A pain letter identifies a challenge the company is facing and explains how you, if hired, would solve that problem. This demonstrates an uncommon depth of company knowledge and your unique ability to solve problems—which can seriously boost your appeal as a candidate.
2. Connect With an Insider
Don’t rely on a recruiter to understand your value solely based on what you put on paper as your cover letter and resume. Find someone influential on the inside of the company and send your information directly to that person—or, depending on the relationship you form, ask that person to vouch for you. It’s a gutsy move (especially if you have no prior connection to that person), but a personal reference almost always results in a higher success rate than relying solely on your cover letter and resume to get you the job.
There are a variety of ways to connect with that influencer: Try connecting on LinkedIn, joining a professional organization he or she is a member of, or use your personal network to garner an introduction. Then, continue forging that connection by conveying your passion and the value you can bring to the role.
You could send an email or LinkedIn message, for example, that says:
Hi, John,
I was researching your company because I am applying for the open marketing position there, and I came across your profile on LinkedIn. I saw that you recently published a post about the BuzzFeed approach to viral content. I’m sending a link to a website I helped develop as a marketing intern for my university’s Division of Student Life, which used a BuzzFeed approach.
As you can see from the data I’ve included, it increased traffic to online campus resources by 25%, supporting your theory. I thought this site might be an interesting resource for you. I would be happy to provide you with more details if you are interested, and I would greatly value your support in my pursuit of the marketing position.
With this, you’re making a meaningful connection, without just asking for a favor.
3. Showcase Your Skills
A cover letter and resume can only go so far to describe what you can do; a portfolio provides concrete evidence of those abilities. Have you done a lot of writing in your previous roles? Don’t just tell an employer that you have strong writing skills on your resume; include samples of your writing in your portfolio.
You can bring this portfolio with you to the interview, but that assumes you actually get an interview. Instead, do yourself a favor and build an online portfolio that employers can access immediately when they receive your application materials. Your portfolio then becomes a tool that helps you land the interview, instead of something you showcase at the interview.
Plus, an online portfolio also allows you to include media that a traditional portfolio doesn’t. Do you have experience developing proposals and securing funding for projects? Include a proposal, timeline, and photos or a time-lapse video of the project in your portfolio.
4. Demonstrate Your Value
In addition to an online portfolio, consider submitting additional documents that can demonstrate your value to the company. Think about what the company needs, and develop something unique around that. For example, you could develop a proposal for a new program, an out-of-the-box marketing tactic, or a grant opportunity. The opportunities are endless—you simply have to use your knowledge of the company and your creativity to develop something relevant and realistic.
This approach will demonstrate your depth of knowledge of what the company needs and your ability to realistically meet those needs. It also proves your effort and enthusiasm—qualities that any sane employer wants in every employee.
5. Ask Bold Questions
When you snag an interview, you’ll certainly need to prepare for the questions that interviewer will ask you—but don’t forget that the interview is a two-way street. You should prepare a few questions of your own to help you decide if this is the right position for you and show just how interested you are in pursuing the opportunity.
This doesn’t mean you should be overly aggressive—but being willing to ask straightforward questions will show you know what you want. Lily Zhang suggests three strong wrap-up questions here.
I recently interviewed for a new opportunity on campus. I came to the interview with two proposals—one for a new counseling practicum position and one for a new student group—both closely aligned with the goals of the office. I hadn’t been asked to develop either item as part of the application process, but I saw an opportunity to showcase my potential impact in the role.
I closed the interview by asking one of Zhang’s bold wrap-up questions (among several other pointed questions), and in general, I did everything in my power to make it easy for everyone involved in the hiring decision to see what I envisioned for this new role and to understand that I had the experience to pull it off. And guess what? I started my new job April 13.
In your job search, you can submit the same old cover letter and resume like every other job seeker, or you can look for a way to stand out from the competition for all the right reasons. Will you make the investment in yourself?
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Wouldn’t it be great if you knew exactly what a hiring manager would be asking you in your next interview?
While we unfortunately can’t read minds, we’ll give you the next best thing: a list of the 31 most commonly asked interview questions and answers.
While we don’t recommend having a canned response for every interview question (in fact, please don’t), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you’re the right man or woman for the job.
Consider this your interview study guide.
1. Can you tell me a little about yourself?
This question seems simple, so many people fail to prepare for it, but it’s crucial. Here’s the deal: Don’t give your complete employment (or personal) history. Instead give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Start off with the 2-3 specific accomplishments or experiences that you most want the interviewer to know about, then wrap up talking about how that prior experience has positioned you for this specific role.
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2. How did you hear about the position?
Another seemingly innocuous interview question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name drop that person, then share why you were so excited about it. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role.
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3. What do you know about the company?
Any candidate can read and regurgitate the company’s “About” page. So, when interviewers ask this, they aren’t necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you understand the company’s goals, using a couple key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this mission because…” or “I really believe in this approach because…” and share a personal example or two.
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4. Why do you want this job?
Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don’t? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you guys are doing great things, so I want to be a part of it”).
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5. Why should we hire you?
This interview question seems forward (not to mention intimidating!), but if you’re asked it, you’re in luck: There’s no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, you can deliver great results; that you’ll really fit in with the team and culture; and that you’d be a better hire than any of the other candidates.
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6. What are your greatest professional strengths?
When answering this question, interview coach Pamela Skillings recommends being accurate (share your true strengths, not those you think the interviewer wants to hear); relevant (choose your strengths that are most targeted to this particular position); and specific (for example, instead of “people skills,” choose “persuasive communication” or “relationship building”). Then, follow up with an example of how you’ve demonstrated these traits in a professional setting.
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7. What do you consider to be your weaknesses?
What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can’t meet a deadline to save my life” is not an option—but neither is “Nothing! I’m perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you’ve recently volunteered to run meetings to help you be more comfortable when addressing a crowd.
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8. What is your greatest professional achievement?
Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don’t be shy when answering this interview question! A great way to do so is by using the S-T-A-R method: Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the invoicing process”), but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on invoices by 25%.”
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9. Tell me about a challenge or conflict you’ve faced at work, and how you dealt with it.
In asking this interview question, “your interviewer wants to get a sense of how you will respond to conflict. Anyone can seem nice and pleasant in a job interview, but what will happen if you’re hired and Gladys in Compliance starts getting in your face?” says Skillings. Again, you’ll want to use the S-T-A-R method, being sure to focus on how you handled the situation professionally and productively, and ideally closing with a happy ending, like how you came to a resolution or compromise.
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10. Where do you see yourself in five years?
If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you’ve set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn’t the first time you’re considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision.
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11. What’s your dream job?
Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While “an NBA star” might get you a few laughs, a better bet is to talk about your goals and ambitions—and why this job will get you closer to them.
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12. What other companies are you interviewing with?
Companies ask this for a number of reasons, from wanting to see what the competition is for you to sniffing out whether you’re serious about the industry. “Often the best approach is to mention that you are exploring a number of other similar options in the company’s industry,” says job search expert Alison Doyle. “It can be helpful to mention that a common characteristic of all the jobs you are applying to is the opportunity to apply some critical abilities and skills that you possess. For example, you might say ‘I am applying for several positions with IT consulting firms where I can analyze client needs and translate them to development teams in order to find solutions to technology problems.’”
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13. Why are you leaving your current job?
This is a toughie, but one you can be sure you’ll be asked. Definitely keep things positive—you have nothing to gain by being negative about your past employers. Instead, frame things in a way that shows that you’re eager to take on new opportunities and that the role you’re interviewing for is a better fit for you than your current or last position. For example, “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go? Keep it simple: “Unfortunately, I was let go,” is a totally OK answer.
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14. Why were you fired?
OK, if you get the admittedly much tougher follow-up question as to why you were let go (and the truth isn’t exactly pretty), your best bet is to be honest (the job-seeking world is small, after all). But it doesn’t have to be a deal-breaker. Share how you’ve grown and how you approach your job and life now as a result. If you can position the learning experience as an advantage for this next job, even better.
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15. What are you looking for in a new position?
Hint: Ideally the same things that this position has to offer. Be specific.
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16. What type of work environment do you prefer?
Hint: Ideally one that’s similar to the environment of the company you’re applying to. Be specific.
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17. What’s your management style?
The best managers are strong but flexible, and that’s exactly what you want to show off in your answer. (Think something like, “While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships as a coach…”) Then, share a couple of your best managerial moments, like when you grew your team from five to 15 or coached an underperforming employee to become the company’s top salesperson.
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18. What’s a time you exercised leadership?
Depending on what’s more important for the the role, you’ll want to choose an example that showcases your project management skills (spearheading a project from end to end, juggling multiple moving parts) or one that shows your ability to confidently and effectively rally a team. And remember: “The best stories include enough detail to be believable and memorable,” says Skillings. “Show how you were a leader in this situation and how it represents your overall leadership experience and potential.”
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19. What’s a time you disagreed with a decision that was made at work?
Everyone disagrees with the boss from time to time, but in asking this interview question, hiring managers want to know that you can do so in a productive, professional way. “You don’t want to tell the story about the time when you disagreed but your boss was being a jerk and you just gave in to keep the peace. And you don’t want to tell the one where you realized you were wrong,” says Peggy McKee of Career Confidential. “Tell the one where your actions made a positive difference on the outcome of the situation, whether it was a work-related outcome or a more effective and productive working relationship.”
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20. How would your boss and co-workers describe you?
First of all, be honest (remember, if you get this job, the hiring manager will be calling your former bosses and co-workers!). Then, try to pull out strengths and traits you haven’t discussed in other aspects of the interview, such as your strong work ethic or your willingness to pitch in on other projects when needed.
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21. Why was there a gap in your employment?
If you were unemployed for a period of time, be direct and to the point about what you’ve been up to (and hopefully, that’s a litany of impressive volunteer and other mind-enriching activities, like blogging or taking classes). Then, steer the conversation toward how you will do the job and contribute to the organization: “I decided to take a break at the time, but today I’m ready to contribute to this organization in the following ways.”
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22. Can you explain why you changed career paths?
Don’t be thrown off by this question—just take a deep breath and explain to the hiring manager why you’ve made the career decisions you have. More importantly, give a few examples of how your past experience is transferrable to the new role. This doesn’t have to be a direct connection; in fact, it’s often more impressive when a candidate can make seemingly irrelevant experience seem very relevant to the role.
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23. How do you deal with pressure or stressful situations?
“Choose an answer that shows that you can meet a stressful situation head-on in a productive, positive manner and let nothing stop you from accomplishing your goals,” says McKee. A great approach is to talk through your go-to stress-reduction tactics (making the world’s greatest to-do list, stopping to take 10 deep breaths), and then share an example of a stressful situation you navigated with ease.
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24. What would your first 30, 60, or 90 days look like in this role?
Start by explaining what you’d need to do to get ramped up. What information would you need? What parts of the company would you need to familiarize yourself with? What other employees would you want to sit down with? Next, choose a couple of areas where you think you can make meaningful contributions right away. (e.g., “I think a great starter project would be diving into your email marketing campaigns and setting up a tracking system for them.”) Sure, if you get the job, you (or your new employer) might decide there’s a better starting place, but having an answer prepared will show the interviewer where you can add immediate impact—and that you’re excited to get started.
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25. What are your salary requirements?
The #1 rule of answering this question is doing your research on what you should be paid by using sites like Payscale and Glassdoor. You’ll likely come up with a range, and we recommend stating the highest number in that range that applies, based on your experience, education, and skills. Then, make sure the hiring manager knows that you’re flexible. You’re communicating that you know your skills are valuable, but that you want the job and are willing to negotiate.
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26. What do you like to do outside of work?
Interviewers ask personal questions in an interview to “see if candidates will fit in with the culture [and] give them the opportunity to open up and display their personality, too,” says longtime hiring manager Mitch Fortner. “In other words, if someone asks about your hobbies outside of work, it’s totally OK to open up and share what really makes you tick. (Do keep it semi-professional, though: Saying you like to have a few beers at the local hot spot on Saturday night is fine. Telling them that Monday is usually a rough day for you because you’re always hungover is not.)”
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27. If you were an animal, which one would you want to be?
Seemingly random personality-test type questions like these come up in interviews generally because hiring managers want to see how you can think on your feet. There’s no wrong answer here, but you’ll immediately gain bonus points if your answer helps you share your strengths or personality or connect with the hiring manager. Pro tip: Come up with a stalling tactic to buy yourself some thinking time, such as saying, “Now, that is a great question. I think I would have to say… ”
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28. How many tennis balls can you fit into a limousine?
1,000? 10,000? 100,000? Seriously?
Well, seriously, you might get asked brainteaser questions like these, especially in quantitative jobs. But remember that the interviewer doesn’t necessarily want an exact number—he wants to make sure that you understand what’s being asked of you, and that you can set into motion a systematic and logical way to respond. So, just take a deep breath, and start thinking through the math. (Yes, it’s OK to ask for a pen and paper!)
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29. Are you planning on having children?
Questions about your family status, gender (“How would you handle managing a team of all men?”), nationality (“Where were you born?”), religion, or age, are illegal—but they still get asked (and frequently). Of course, not always with ill intent—the interviewer might just be trying to make conversation—but you should definitely tie any questions about your personal life (or anything else you think might be inappropriate) back to the job at hand. For this question, think: “You know, I’m not quite there yet. But I am very interested in the career paths at your company. Can you tell me more about that?”
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30. What do you think we could do better or differently?
This is a common one at startups (and one of our personal favorites here at The Muse). Hiring managers want to know that you not only have some background on the company, but that you’re able to think critically about it and come to the table with new ideas. So, come with new ideas! What new features would you love to see? How could the company increase conversions? How could customer service be improved? You don’t need to have the company’s four-year strategy figured out, but do share your thoughts, and more importantly, show how your interests and expertise would lend themselves to the job.
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31. Do you have any questions for us?
You probably already know that an interview isn’t just a chance for a hiring manager to grill you—it’s your opportunity to sniff out whether a job is the right fit for you. What do you want to know about the position? The company? The department? The team?
You’ll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions targeted to the interviewer (“What’s your favorite part about working here?”) or the company’s growth (“What can you tell me about your new products or plans for growth?”)
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All right, every job interview is different as is every job; however, there are common questions that interviewers are prone to ask. The best decision a job seeker can make, is to prepare for those expected questions. Even so, deciding to memorise your answers for the questions is a bad idea considering that your answers will sound robotic instead of honest.
In preference, use the opportunity to think about what your answer would be so that when asked, you do not feel pressurized but feel confident.
As times have changed, so have the things we do. Today, employers ask less conventional questions. Instead, interviewers will ask questions that require your answers to show them who you are and not have you tell them who you are or what you capable of.
However, the less conventional interview questions are still new and employers and interviewers still ask the common questions, therefore it is important to prepare for these interview questions.
Read following list of the 25 most common interview questions.
1. What are your strengths?
2. What are your weaknesses?
3. What was your previous position?
4. What were your responsibilities?
5. What were some of the challenges you faced?
6. What did you dislike about your previous job/company?
7. Why are you interested in working for this company?
8. What can you contribute to the company?
9. What are some of your accomplishments?
10. How do you handle stress and pressure?
11. Why do you want this job?
12. What is your dream job?
13. How do you handle difficult situations?
14. What is your definition of success?
15. What is it about you that you want us to know?
16. What experience do you have?
17. What motivates you to do a good job?
18. Are you a good team player?
19. Do you have any questions?
20. What are you most passionate about?
21. What is your availability?
22. What are your career goals?
23. What do you like the most and least of working in the industry?
24. What are your salary requirements?
25. When you experienced conflict with a co-worker or supervisor, how did you handle the situation?
Remember that no matter the question, always remain calm, take your time to answer even though you have thought of your answer; as well as to be honest and show your interest.
Are you struggling to write that winning CV that’s going to land you your dream job? In Today’s society we know that it’s becoming ever more difficult to make yourself stand out from the crowd. What is important on a CV is equally what it looks like and what it says. So how do you make yourself stand out on paper? Here are some guidelines and tips to writing that CV.
The key elements to have on your CV:
Your Personal Details
Personal details include things like your name, surname etc. and relevant contact details. Always make sure to double check that your contact details are correct.
Work history
Although I say work history this does not mean that you should jot down the time you were a waiter/waitress in high school, what you should do is tailor this section of your CV to the job you are applying for.
Education history
Once again you should include only what is relevant, so you can start from which high school you attended to any tertiary education thereafter or even short courses which you completed.
Skills
Being able to juggle five knives while blindfolded does not count (unless you’re applying for a job at the circus). Try and avoid saying phrases like ‘energetic’, ‘good communicator’ as this should speak for itself from your CV as a whole.
Achievements
This section should be what makes your CV unique. Achievements may include for example any specific training you did at your previous job.
Remember that your CV represents you so it should be honest, accurate and relevant. Try avoiding things like spelling errors and poor grammar. Do not trust your computers spell check, but rather get someone to double check your CV for you. Avoid copying your previous job description – rather write down what you achieved whilst you were working there. Other things to avoid would be long paragraphs, being vague and breaking the two page rule.
Tips to help you make your CV stand out are the use of bullet points to break text into more ‘manageable’ sizes, the use of fonts such as; Georgia, Arial, Calibri etc. as these fonts are quite clear, for the main page header it is recommended to be 22points in size, subheadings 14points and for the body text 10-11points and remember to be consistent with fonts.
These tips should be sure to land you an interview and remember the golden rule when it comes to writing a CV would be to not lie or over exaggerate.
If you’re like most people who have just scored a meeting with their dream company, you’re probably more nervous than you’ve ever been for an interview. And because you want to work there so badly (and because your stomach’s already in knots), you’re pretty sure you’re going to lose your composure during the interview.
Reading that last sentence probably made you take pause and think to yourself, “Well, that sounds pretty self-defeating.” And if that’s what you’re currently thinking to yourself, you’re absolutely right. While there’s no understating the pressure you’re feeling about getting this job with this company, there are a few things you should remind yourself of before you get any further in your interview prep.
It Might Be Your Dream Company, But the Employees There Are Human, Too
Even if the company is so awesome that it’s singlehandedly figured out how to make clothes that repair themselves when they rip—then turns around and donates 95% of its proceeds to people in need—take a minute to remember that the people you’ll be meeting with are human beings, just like you. Once you’ve reminded yourself the hiring manager’s human, you’ll be able to put a few things into perspective. And what you’ll realize is that your interviewers have a good deal of pressure on their shoulders too.
As much as you want to work for them, they’re also really hoping you’re the one. Companies don’t just open up roles because they had some extra money in the budget and figured, hey, let’s hire a few extra people. They open up roles because there’s a need—and often times those needs are pretty urgent. So, as cliché as it might be to say that the interview is just as much for you as it is for the company, treating it this way is a really nice trick to help you stay composed during your interview.
There’s Only So Much You Can Control
You have control over a few things before any interview. You can take the time to figure out how long it’ll take to get to the office from where you are. You can pick out and iron your outfit a few days before. You can even run countless Google searches to see what kinds of questions you should expect from the company.
However, it’s worth re-emphasizing as nicely as possible that you can only control so much.
For starters, I’ve never been on an interview where my Google searches for questions certain companies “commonly” ask have been totally accurate. And even in the instances in which I felt “prepared,” there have always been a couple of curveballs. Recruiters are busy—sometimes too busy—but they’re sharp. And plenty of candidates have gone into interviews with the sole purpose of selling themselves to the hiring manager without actually answering their questions.
So, they come up with little caveats to throw you off your game a little bit. When I’ve been faced with these tricky situations—maybe a question I wasn’t expecting or a difficult take-home assignment—I actually started sweating. But, I forged ahead and did the best I could. And that’s all anyone could ask of you, even when a dream job at your dream company is on the line.
You Have Questions and Need Answers, Too
So, here’s the thing. Plenty of great candidates have accepted jobs at what they thought were their dream companies, only to find out that it wasn’t quite as awesome as they thought. And it’s hard to think about that when you’re so caught up with how amazing that self-repairing sweater they sold to you feels.
However, the night before you begin that interview with Dream Company USA, take a few minutes to think about the actual gig you’re interviewing for. Is it something that you’re not really that interested in, but are way more comfortable with because it’s with that company? If it is, don’t forget that just because a company is reinventing the way you go about repairing your clothes (and don’t forget all the money it’s donating), that doesn’t mean the job itself is right for you.
In more practical terms, you can think of it this way: If you’re looking to break into marketing, the road to that kind of role might be a little trickier if you take a job in accounting, even though it’s at Dream Company USA. So, even though you’re super excited to just be visiting the offices, be aware that you’re going to be caught up in it—at least for a minute—but then reevaluate the gig you’re interviewing for to see if it’s something you’re even remotely interested in.
Don’t feel the need to settle for a job you know you’re not going to like just because it’s at Dream Company USA. While it might be hard to think about why you wouldn’t go to work there, don’t let how awesome the place is diminish how much of a priority your happiness is in this process, too.
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It’s easy to identify all the external factors responsible for keeping you from achieving your goals. Maybe you chose a degree in an industry that has seen a recent decline. Maybe your boss doesn’t appreciate your work. Maybe your business idea was leveraged by another entrepreneur before you had a chance to patent it. Most of us can list these types of factors if prompted, without much hesitation, but it’s much harder to identify the ways we’re keeping ourselves from success—and usually, these factors are much more significant.
There are two main problems with self-sabotage that make it notoriously difficult to overcome:
- Identification. It’s hard to know when you’re sabotaging yourself because it often happens subconsciously—and nobody’s there to tell you when you’re doing it.
- Improvement. Even if you can identify these sabotaging behaviors and habits, they’re hard to fix because they’re usually a natural part of your personality!
I don’t claim to have all the answers, but I can help you with at least the “identification” obstacle. The following are some of the most common ways people sabotage their own long-term potential:
1. You Give Up Prematurely
When faced with adversity, a fraction of people continue and a fraction of people give up; this is true for any obstacle. Anyone who gives up instantly abandons hope of progression, while the people who persevere instantly find another chance for eventual success. This sounds simple on paper, so why do so many people give up prematurely?
Sometimes it’s because the amount of effort required for the next phase is intimidating. Sometimes it’s because they feel defeated and don’t want to suffer that feeling again. Sometimes it’s because they secretly fear success. You owe it to yourself to find out why.
2. You Don’t Cut Your Losses
There’s a psychological principle investment demonstrated by a creation known as the dollar auction game. Here’s the short version: people are predisposed to escalate their investment in known unfavorable scenarios simply because they’ve already invested in it. In the dollar auction game, this means staking more money in an effort to recoup previous losses, to a ridiculous degree. To you, this may be continuing to work at a lousy job you’ve already put eight years into. It’s bad to give up prematurely, but it’s equally bad to keep subjecting yourself to compounding losses.
3.You Refuse to Adapt
Think of your goals as a destination and your plans as a roadmap to get there. When traveling along these roads, you come to an obstacle. What do you do? A conventional traveler would simply re-route the path or choose a slightly different destination. However, in our own lives, we’re more likely to go back to our point of origin and never mention the incident again. Why is this? Because adapting is hard. People would rather give up than adapt, and that makes it nearly impossible to succeed; few goals can be met without obstacle.
4.You Think You’re Good Enough
Most of these obstacles so far have been rooted in a lack of esteem, but too much esteem can also be a bad thing. For example, if you think you’re already good enough for the job, you won’t prepare for the interview. If you think your business idea is good enough to attract investors, you won’t work to improve it. Inevitably, in these scenarios, you’ll hit a major barrier, and you won’t be able to progress. What then, is the solution? Knowing that you always have room for improvement, and constantly striving to achieve it.
5. You Fear Failure
The fear of failure is rampantly common and devastating in effect. Culturally, we see failure as both negative and permanent; if you get an “F” in the class, you’ve disappointed everyone you know and you’ll never have a chance to take that class again. This fear haunts us throughout life; if you start a business and fail, you’ll disappoint everyone and you’ll never have another chance to succeed. Of course, this isn’t rational—most failures in real life aren’t permanent. They’re temporary. They aren’t negative consequences of bad actions; they’re lessons that turn our mistakes into achievements. If you stop fearing failure, you’ll take more educated risks and you’ll be more confident in your decisions.
6. You Choose Comfort
Most of us prefer comfort to discomfort; this is why we’ve created these terms in the first place. Unfortunately, most forms of “success” require discomfort; you have to try new things, go unfamiliar places, do things you’re bad at, and meet intimidating people to challenge ourselves to grow. This doesn’t mean you should always choose the uncomfortable option. Instead, this is meant to illustrate the idea that “uncomfortable” often means “challenging” under the surface, and challenging things help us to grow.
7. You Wait for the “Perfect” Moment
Whether you want to start your own business, quit your job, or invest in a new venture, most of us are crippled by waiting for the “perfect” time to pull the trigger. We wait for a little more money, a little more stability, or a little more information. The problem is, the perfect time never comes. Every moment is riddled with imperfections and no matter how long you wait, there will always be a risk associated with your decision. Stop waiting for the perfect moment and just do what you want to do.
Throughout this article, I’ve highlighted some of the most common and most significant forms of self-sabotage, along with some introductory strategies for how to deal with them. The rest is up to you. It takes confidence, determination, and willpower to successfully overcome these internal mental hurdles, but that doesn’t mean it’s impossible. Know your weaknesses, stick to your goals, and most importantly, don’t give up on yourself.
Credit : themuse.com
You’re poking around while job searching and there it is: the dream position.
But, before you can get too excited, you see the requirements. At first glance, based on your degree or work experience, this role looks out of reach. Before you give up, though, know that’s not always the end of the story.
A student from my Code School Capstone course recently found herself in a similar spot. She wanted to become a product manager at a tech company, but she’d spent her career to date at an art gallery. She asked me: “How can I possibly compete with computer science majors—or anyone else with practiced ‘hard skills’—I’m finishing up a product management class now, but still.”
My advice to her was to remember that the best product managers are well-rounded, and that’s true for most roles.
Listen, I understand that you don’t want to waste your time applying for a role you have no shot at. (Hiring managers don’t want to waste their time either.) However, there’s a difference between not being qualified and having strong transferable skills that you’re not even aware of.
Here’s how someone who wants to change careers can decipher between the two:
Step 1: Inventory Your Career “Raw Materials”
Few people appreciate the full scope of what they bring to the table. Get started by listing as many of your experiences, skills, accolades, and past wins as possible.
Go beyond standard resume blurbs like “fluent in SQL” or “graduate of FIT.” (Don’t self-censor; you can pare back later.) Ask yourself:
- What good things would past supervisors and co-workers say about me? What about friends, mentors, or professors? Who else thinks I’m awesome—and why?
- How have I contributed measurable results in the past?
- How have I contributed beyond what’s easy to measure? Am I a natural leader? Have I served on a company culture committee? Have I won awards?
- What have I accomplished that is generally seen as badass (even if it seems unrelated to the role)?
- How have I failed spectacularly in the past? Count this as a win too, because a willingness to stick your neck out can be a win if positioned properly (this is especially true in tech).
- What might my prospective company need based on its unique situation (maturity, industry, stated objectives, culture, employee demographics, competitors, trends) that I might be able to provide, even if it’s outside the official job description?
- What degrees or certifications do I hold, including online courses?
This is going to be a long list, and that’s OK. I’m not suggesting you send this whole document, well, anywhere. It’s a jumping off point, and so you want the list to be as extensive as possible before you start cutting it down.
Pro tip: Try this exercise across at least two sittings to get the most out of it.
Step 2: Understand What the Very Best People in Your Desired Role Actually Do
To get the full story of what your dream role entails—and get a better sense of if you could actually do it—speak with friends (or friends of friends) who excel in positions similar to the one you want.
To get beyond the job description, ask a lot of questions. Some good ones include, “What do the very best people in this role do that the average ones don’t?” and “What’s required of this role that [company] wouldn’t actually say out loud?” Sniff for the unspoken (and potentially more important) requirements.
If you can demonstrate a better understanding of the role and company than other candidates, discrepancies in experience will matter less (within reason). I’d rather hire a comparatively less experienced person who really gets it than a more experienced candidate who doesn’t.
Credit : themuse.com
For a lot of people, this seems like a relatively easy question to answer during a job interview. And in a lot of ways, it should be. When I was a recruiter, I liked asking candidates why they wanted the position as a way to loosen things up early on in the conversation. When I started doing this, I thought I’d get an easy answer that confirmed the fact that he or she was great, which would allow me to move on to other pressing matters.
But, I quickly learned a tough lesson: answering this correctly is a surprisingly tough thing to master. Fortunately for you, I’ve seen the worst and am here to share some of the most common errors people make—and how you can avoid them.
1. You’re (Somehow) Caught Off Guard
Surprisingly, this was fairly common when I used to conduct interviews—a lot of people didn’t see this question coming. So they’d end up saying something along the lines of, “Uh, well. This job is probably amazing, so why wouldn’t I want it?”
What to Do Instead
You probably already know what you need to do instead: Be prepared to get asked this (a.k.a., know how you plan to respond). As Muse writer Lily Zhang explains, the key to answering this correctly involves showing excitement for the company, pointing out how your skills and experience align with the position, and connecting it to your own career path.
2. You Spend Too Much Time Answering the Question
This mistake is usually the result of the previous error. In your attempt at recovering from being under-prepared, it’s natural to try and spit out an eloquent answer. But often times, what ends up happening is that candidates will go on long overtures, such as, “Well, I couldn’t help but notice the job posting online, and I mean, there are just so many things to love about the company, especially because, oh my goodness, you have a pool in the office? That is incredible.”
What to Do Instead
I’m not suggesting that you respond as if you’re a robot. But you should keep it relatively brief. If the interviewer has follow-up questions, he or she will ask. Something like this should do the trick just fine:
I considered [a thing or two about the company] and how it fits into my career goals, and the more I thought about it, the more I realized it was the perfect combination of [one career goal] and [one characteristic of your dream company] I’ve always hoped for.
If you’re prone to verbal vomit (as I am at times), it’s good to think about the exact number of words you might need to explain why you want the job—and then make sure you don’t go over that number. And sure, that might sound like overkill, but if you tend to go on and on until you don’t even remember the original question, it’s a good habit to develop for these situations.
Credit : themuse.com
A recent international study surveyed more than 500 business leaders and asked them what sets great employees apart. The researchers wanted to know why some people are more successful than others at work, and the answers were surprising: Leaders chose “personality” as the leading reason.
Notably, 78% of leaders said personality sets great employees apart, more than cultural fit (53%) and even an employee’s skills (39%).
The problem is, when leaders say ‘personality’ they don’t understand what they’re referring to. Personality consists of a stable set of preferences and tendencies through which we approach the world. Being introverted or extroverted is an example of an important personality trait.
Personality traits form at an early age and are fixed by early adulthood. Many important things about you change over the course of your lifetime, but your personality isn’t one of them.
Personality is distinct from intellect (or IQ). The two don’t occur together in any meaningful way. Personality is also distinct from emotional intelligence (or EQ), and this is where the study, and most leaders for that matter, have misinterpreted the term.
The qualities that leaders in the study called personality were actually emotional intelligence skills. And unlike your personality, which is set in stone, you can change and improve your EQ.
Exceptional employees don’t possess God-given personality traits; they rely on simple, everyday EQ skills that anyone can incorporate into their repertoire.
Leaders don’t need to go searching for these skills either (though it doesn’t hurt when you find them); their duty is to help everyone on their team harness these skills to become exceptional.
Just consider some of the EQ skills that leaders and managers commonly mislabel as personality characteristics. These are the skills that set exceptional employees apart.
1. They’re Willing to Delay Gratification
One thing an exceptional employee never says is, “That’s not in my job description.” Exceptional employees work outside the boundaries of job descriptions. They’re neither intimidated nor entitled; instead of expecting recognition or compensation to come first, they forge ahead in their work, confident that they’ll be rewarded later but unconcerned if they’re not.
2. They Can Tolerate Conflict
While exceptional employees don’t seek conflict, they don’t run away from it either. They’re able to maintain their composure while presenting their positions calmly and logically. They’re able to withstand personal attacks in pursuit of the greater goal and never use that tactic themselves.
3. They Focus
Student pilots are often told, “When things start going wrong, don’t forget to fly the plane.” Plane crashes have resulted from pilots concentrating so hard on identifying the problem that they flew the plane into the ground. Eastern Airlines Flight 401 is just one example: The flight crew was so concerned about the landing gear being down that they didn’t realize they were losing altitude until it was too late, despite alarms going off in the cockpit. Exceptional employees understand the principle of “Just fly the plane.” They don’t get distracted by cranky customers, interoffice squabbles, or a switch to a different brand of coffee. They can differentiate between real problems and background noise; therefore, they stay focused on what matters.
4. They’re Judiciously Courageous
Exceptional employees are willing to speak up when others are not, whether it’s to ask a difficult (or “embarrassingly” simple) question or to challenge an executive decision. However, that’s balanced with common sense and timing. They think before they speak and wisely choose the best time and place to do so.
5. They’re in Control of Their Egos
Exceptional employees have egos. While that’s part of what drives them, they never give their egos more weight than what is deserved. They’re willing to admit when they’re wrong and willing to do things someone else’s way, whether it’s because the other way is better or it’s important to maintain team harmony.
6. They’re Never Satisfied
Exceptional employees have unparalleled convictions that things can always be better—and they’re right. No one is ever done growing, and there is no such thing as “good enough” when it comes to personal improvement. No matter how well things are going, exceptional employees are driven to improve, without forgetting to give themselves a healthy pat on the back.
7. They Recognize When Things Are Broken and Fix Them
Whether it’s a sticky desk drawer or an inefficient, wasteful process affecting the cash flow of the entire department, exceptional employees don’t walk past problems. “Oh, it’s been that way forever,” simply isn’t in their vocabulary. They see problems as issues to be fixed immediately; it’s that simple.
8. They’re Accountable
If you’re a manager trying to decipher a bungled report, “It’s not my fault” is the most irritating phrase in the English language. Exceptional employees are accountable. They own their work, their decisions, and all of their results—good or bad. They bring their mistakes to management’s attention rather than hoping no one will find out. They understand that managers aren’t out to assign blame; they’re out to get things done.
9. They’re Marketable
“Marketable” can mean many things. Inside the organization, it means “likable.” Exceptional employees are well liked by co-workers. They have integrity and leadership skills (even if they’re not in an official leadership position) that people respond to. Externally, it means they can be trusted to represent the brand well. Managers know they can send these employees out to meet with clients and prospects without worrying about what they’ll say or do.
10. They Neutralize Toxic People
Dealing with difficult people is frustrating and exhausting for most. Exceptional employees control their interactions with toxic people by keeping their feelings in check. When they need to confront a toxic person, they approach the situation rationally. They identify their own emotions and don’t allow anger or frustration to fuel the chaos. They also consider the difficult person’s standpoint and are able to find solutions and common ground. Even when things completely derail, emotionally intelligent people are able to take the toxic person with a grain of salt to avoid letting him or her bring them down.
Bringing it All Together
Take notice of what’s not mentioned: coding skills, years of experience, business degrees, etc. These things matter, but they won’t make you exceptional
Credit : themuse.com
