Job seekers anguish over how they will appear on an interview so much that they often forget that the manager they will report to is also auditioning for them. Your manager has the most power of anyone in the company to advance your career. Before you work for someone make sure they have the capacity to teach you things you don't know and steward your career - either directly or indirectly.
I have had many mentors throughout my career who never knew they were my mentors. I studied their behavior, as well as their sense of process and connection. You dont have to ask someone formally to be your mentor to learn from them
Be selective in who you will work for. Not just what company - what manager. Ask yourself these questions:
Recently a client told me of a firing squad interview experience that warrants a share and checklist.
Thirteen candidates were interviewed in a large room, 20 feet apart, by 12 people who scored them on three questions. Their names were drawn from a hat as to who would go first for all three questions. Candidates could hear other candidate’s responses. There would be a second round of these interviews to reduce a pool of 26 candidates to 4.
Question Checklist for When They Call to Schedule the Interview. Ask:
Before you spend time preparing to answer difficult interview questions here are some questions to ask yourself. If you can answer these questions you will better be able to position your signature strengths in alignment with the company’s goals.
Job interviews are laced with questions that give the interviewer the opportunity to get to know a) if you will be an asset to the company and b) if you will fit into the company culture. As a prospective hire, use the interview as an opportunity for YOU to ask questions that will not only show how your character aligns with the company mission but, shows the interview team that you care about their long-term strategy and are already thinking of how you will align with it to ease the pain that keeps them up at night.
Talent acquisition specialists have as many as 80 or more resumes for each position and may not know enough about a specific role to understand your transferable skills. They must streamline the interview process of find top talent to forward to hiring managers and look for reasons to eliminate as many borderline candidates as possible. Mix speaking and listening 50/50. Your main goal is to put down all the red flags. Seek to interview with the hiring manager as often...