I'll tell you what you told me! *Be personable *Take notes *Ask about insurance, retirement, and other compensation packages *Ask for constructive criticism at the end
Robert Bohl So, talk less and listen more? :-) Rocio Goodey How did the constructive criticism go? Did you wind up asking something like "Are there any reservations you have?" Kimberley Lam My brain is refusing to wrap around that. Can you give an example?
Not rushing in is absolutely right, John Aegard . I wouldn't want to rush into a project, and should show the same thougthtfulness about questions. As per usual, the actual answer is secondary -- its the methodology used to get there.
When I asked if the interviewer had any tips to critique my interview skills, she first seemed surprised that I would ask. Then she simply told me that I asked good questions as a job-seeker, and that I my tone was confident and easy-going. And then I got the job a week later.
I think the best condition at the time was that I honestly didn't mind if I didn't get the job, because I had two plans ready to pursue, and they were both equally strong choices. That attitude on my part lent me more confidence and I didn't appear too obseqious. So you can LARP that if you like, or just make sure you've got two interviews lined up and you can approach both with a equal lack of fear.
Interviewer: Tell me about a time you had a conflict with a colleague.
Me: Well, I'm part of an organizing team for a live action roleplaying game. Have you heard of those?
Interviewer: No...?
Me: Well... Blah blah.
Interviewer: Ok. So...?
Me: One of the things we need to work out is the trajectory of the plot. We don't set things in stone - it's very responsive to player choices. But because we have guidelines on that trajectory rather than strict rules, there's lots of discussion. So this one time....
Etc
It's a memorable example. My interviewer for my current job still remembers that I brought up werewolves even though the interview was almost three years ago.
Rocio Goodey Oh, right! You were in a really interesting spot. I think in my position a better ender might be "Are there any outstanding concerns you have on suggesting me for the position?" -- I need to rework that wording, but something like that. Basically asking if there's any roadblocks.
Kimberley Lam So maybe : Interview: Tell me about managing projects. Me: Sure! I find the key is making sure everyone is engaged. I help organize a weekly roleplaying game that's open to the public. Do you know about rpgs? Interview: No ... Me: The key thing is we're collaborating, bringing together the strengths of everyone at the table. While we play as vampires and pirates and wrestlers, what's important is getting everyone involved and together. To do that, I've found the most important thing is make sure everyone knows they are more important than the project. To make sure they feel valued and safe. If you can do that, everything else is cake.
Yes, I might be biased, but I've been in a hiring position a dozen times over the years and I would totally hire someone who did that. Regardless of my affiliation with RPG and LARP it's a terrific indicator that someone is being authentic and can think outside the box. Plus I would appreciate the ability to apply concepts across mental boxes.
I'm slightly freaked out for a couple of reasons: 1. Where I work is going through some reorgs, and next week we're interviewing for our jobs. I know this'll probably be fine -- our group brings a lot of value -- but still. 2. The outside interview is with a cool local company. I'd have a walking commute, and the mission is a lot more in line with my values.
My hope is to turn the convergence into an opportunity, and have the chance to play the two against each other. I have no idea how to do that, other than to be honest as the two processes continue.
"To do that, I've found the most important thing is make sure everyone knows they are more important than the project. To make sure they feel valued and safe. If you can do that, everything else is cake."
If I were interviewing you, I'd definitely ask followup questions about this -- whenever someone makes a bold statement of values like this I want to explore it. I'd ask about concrete examples of this value in action. Something like "tell me about a time when the project and the participants were in tension and what you did to resolve that tension and what was the outcome of the project?"
I'm interviewing you to determine how your values help my employer achieve its goals. If you have a value you want to highlight, make sure you can tell a good story about how that value helps the employer -- something way beyond cake.
(for context, I'm an interviewer for a seattle tech firm and I mostly interview engineers and PxMs)
"Oh, sure. Several years ago, I was organizing a board game meetup group with a few hundred people. The main organizer of that group created a hostile space. Attendance was flagging, the group's coffers were running dry, and several people reached out to me to say they didn't feel safe around him. A few of us eventually created a different group that, still going strong with almost 1,500 members. That's consistently been a safe space, overflowing with income and enthusiasm."
this answer will definitely pique my interest because the game meetup situation doesn't feel transferable to an employer -- meetups are infinitely creatable, and my employer isn't. And the outcome of the meeting situation was that you took a bunch of people and left -- an undesirable outcome for the employer.
(please again keep in mind that these answers are very tightly bound to my context! And please stop me if this isn't useful. Interviewing is fascinating to me.)
So I'd follow up by trying to take that situation and overlay it on an employment situation. "What would you do if you felt that a work colleague was creating a similarly hostile work environment?"
I was thinking about a follow up like that, actually!
"The key step is reducing the chance it ever gets to that failure state. Both as organizer and employee, I've seen politics or personal boundaries be violated - whether that's discussing politics in the workplace, or touching someones hair. In both scenarios, I've found the ideal action to be to find out if the harmed party wishes for intervention, add then to use the least possible. As an example, a colleague a few weeks ago was mocking others for getting out of DC for the inauguration. To minimize that, I pointed out getting out of DC for any inaguration makes sense!"
Now on mobile. Going to be less responsive. This is very helpful.
I'm thinking this line of answers might be making a difficult hole to get out of. Maybe a better route for using gaming on the initial question is how you use specific techniques to proactively prevent issues from starting and to give people a safe way of expressing when their comfort is coming into question.
ok, my on mobile responses did make sense. I was concerned.
But, yeah: At an Event, a woman once complained to me that a dude was touching her hair and i could do something about it. I did, with appropriate anger.
And, pretty often, Trumpers in the office will belittle others and, after making sure intervention is appreciated, say something that mitigates the harm in the situation.
Both of these cases illustrate the underlying point: If you keep people happy and safe, then they can focus on something other than the immediate problem -- namely, getting the work done.
Let me tell you about a time I failed in the office: A few years ago, I was working with Gartner contracting. Most of the work I'd done with them was automation -- they'd hand me an excel template they used to solve problems, and I'd make it so the answers popped out with the push of a button. At some point, through a communication failure on my part and the project managers, I wound up with responsibility for a presentation. I didn't know the material well enough, and did not communicate my misgivings well enough. The product I handed them never met with my standards.
Nah, that one is easy, David Rothfeder ! A: The mission and vision of this company align with my values. The work is towards my strengths and preferences. As if that wasn't enough, I'll have a walking commute to a fantastic office!
It's actually a tricky question because it's actually asked to get a better idea of what motivates you. My experience with this quest is that it's better to get specific and personal. So when you say mission and vision, go into detail. What have they done that you respect and why do you then want to work for them over similar companies. Show them that you will be happy and engaged with them.
Things I thought about to prep:
ReplyDelete* Don't give too much information
* Don't talk too much
* Don't answer the questions for too long
* Make up a question to sound interested
(I realize 3 of those are basically synonymous.)
I'll tell you what you told me!
ReplyDelete*Be personable
*Take notes
*Ask about insurance, retirement, and other compensation packages
*Ask for constructive criticism at the end
Notes is a great note.
ReplyDeleteHave your own win condition for the interview.
ReplyDeleteMy personal fave is "bring up roleplaying as a way to showcase my social skills, especially problem solving and leadership."
(This tactic has been integral in landing me two jobs.)
Robert Bohl So, talk less and listen more? :-)
ReplyDeleteRocio Goodey How did the constructive criticism go? Did you wind up asking something like "Are there any reservations you have?"
Kimberley Lam My brain is refusing to wrap around that. Can you give an example?
Yeah, that may be something particular to me, but I suspect we share it.
ReplyDeleteKnow what questions to ask.
ReplyDeleteDecide how you intend to be different from everyone else applying and send that message clearly.
Remember they are there to convince you to take the job as much as you're there to convince them to hire you.
Make sure you leave feeling satisfied you answered their questions and they answered yours.
Show them you're human, specifically one they'd like to have around.
Do your research. Learn all you can about the org that's hiring you, what they need, maybe even the interviewers if you know who they are.
ReplyDeleteI've been interviewed by the authors of linkedin essays who brightened up a bunch when I told them I recognized their names from their writing.
Don't rush into answers, make sure you understand the question before answering! Ask clarifying questions if you need to.
ReplyDeleteOh hey, the potential bosses github repository.
ReplyDeleteThis is good.
ReplyDeleteNot rushing in is absolutely right, John Aegard . I wouldn't want to rush into a project, and should show the same thougthtfulness about questions. As per usual, the actual answer is secondary -- its the methodology used to get there.
It's so hard to be thoughtful and unrushed in interviews!
ReplyDeleteWhen I asked if the interviewer had any tips to critique my interview skills, she first seemed surprised that I would ask. Then she simply told me that I asked good questions as a job-seeker, and that I my tone was confident and easy-going. And then I got the job a week later.
ReplyDeleteI think the best condition at the time was that I honestly didn't mind if I didn't get the job, because I had two plans ready to pursue, and they were both equally strong choices. That attitude on my part lent me more confidence and I didn't appear too obseqious. So you can LARP that if you like, or just make sure you've got two interviews lined up and you can approach both with a equal lack of fear.
Interviewer: Tell me about a time you had a conflict with a colleague.
ReplyDeleteMe: Well, I'm part of an organizing team for a live action roleplaying game. Have you heard of those?
Interviewer: No...?
Me: Well... Blah blah.
Interviewer: Ok. So...?
Me: One of the things we need to work out is the trajectory of the plot. We don't set things in stone - it's very responsive to player choices. But because we have guidelines on that trajectory rather than strict rules, there's lots of discussion. So this one time....
Etc
It's a memorable example. My interviewer for my current job still remembers that I brought up werewolves even though the interview was almost three years ago.
Rocio Goodey Oh, right! You were in a really interesting spot. I think in my position a better ender might be "Are there any outstanding concerns you have on suggesting me for the position?" -- I need to rework that wording, but something like that. Basically asking if there's any roadblocks.
ReplyDeleteThat sounds good and shows concern for the company itself.
ReplyDeleteKimberley Lam So maybe :
ReplyDeleteInterview: Tell me about managing projects.
Me: Sure! I find the key is making sure everyone is engaged. I help organize a weekly roleplaying game that's open to the public. Do you know about rpgs?
Interview: No ...
Me: The key thing is we're collaborating, bringing together the strengths of everyone at the table. While we play as vampires and pirates and wrestlers, what's important is getting everyone involved and together. To do that, I've found the most important thing is make sure everyone knows they are more important than the project. To make sure they feel valued and safe. If you can do that, everything else is cake.
That's spur of the brain. Whatcha think?
Yeah! Like that. And then you also get to show off your teaching skills.
ReplyDeleteYes, I might be biased, but I've been in a hiring position a dozen times over the years and I would totally hire someone who did that. Regardless of my affiliation with RPG and LARP it's a terrific indicator that someone is being authentic and can think outside the box. Plus I would appreciate the ability to apply concepts across mental boxes.
ReplyDeleteThanks, everyone!
ReplyDeleteI'm slightly freaked out for a couple of reasons:
1. Where I work is going through some reorgs, and next week we're interviewing for our jobs. I know this'll probably be fine -- our group brings a lot of value -- but still.
2. The outside interview is with a cool local company. I'd have a walking commute, and the mission is a lot more in line with my values.
My hope is to turn the convergence into an opportunity, and have the chance to play the two against each other. I have no idea how to do that, other than to be honest as the two processes continue.
"To do that, I've found the most important thing is make sure everyone knows they are more important than the project. To make sure they feel valued and safe. If you can do that, everything else is cake."
ReplyDeleteIf I were interviewing you, I'd definitely ask followup questions about this -- whenever someone makes a bold statement of values like this I want to explore it. I'd ask about concrete examples of this value in action. Something like "tell me about a time when the project and the participants were in tension and what you did to resolve that tension and what was the outcome of the project?"
I'm interviewing you to determine how your values help my employer achieve its goals. If you have a value you want to highlight, make sure you can tell a good story about how that value helps the employer -- something way beyond cake.
(for context, I'm an interviewer for a seattle tech firm and I mostly interview engineers and PxMs)
"Oh, sure. Several years ago, I was organizing a board game meetup group with a few hundred people. The main organizer of that group created a hostile space. Attendance was flagging, the group's coffers were running dry, and several people reached out to me to say they didn't feel safe around him. A few of us eventually created a different group that, still going strong with almost 1,500 members. That's consistently been a safe space, overflowing with income and enthusiasm."
ReplyDeletethis answer will definitely pique my interest because the game meetup situation doesn't feel transferable to an employer -- meetups are infinitely creatable, and my employer isn't. And the outcome of the meeting situation was that you took a bunch of people and left -- an undesirable outcome for the employer.
ReplyDelete(please again keep in mind that these answers are very tightly bound to my context! And please stop me if this isn't useful. Interviewing is fascinating to me.)
So I'd follow up by trying to take that situation and overlay it on an employment situation. "What would you do if you felt that a work colleague was creating a similarly hostile work environment?"
I was thinking about a follow up like that, actually!
ReplyDelete"The key step is reducing the chance it ever gets to that failure state. Both as organizer and employee, I've seen politics or personal boundaries be violated - whether that's discussing politics in the workplace, or touching someones hair. In both scenarios, I've found the ideal action to be to find out if the harmed party wishes for intervention, add then to use the least possible.
As an example, a colleague a few weeks ago was mocking others for getting out of DC for the inauguration. To minimize that, I pointed out getting out of DC for any inaguration makes sense!"
Now on mobile. Going to be less responsive. This is very helpful.
I'm thinking this line of answers might be making a difficult hole to get out of. Maybe a better route for using gaming on the initial question is how you use specific techniques to proactively prevent issues from starting and to give people a safe way of expressing when their comfort is coming into question.
ReplyDeleteLargely agreed, but conversations sometimes go where they go.
ReplyDeleteok, my on mobile responses did make sense. I was concerned.
ReplyDeleteBut, yeah: At an Event, a woman once complained to me that a dude was touching her hair and i could do something about it. I did, with appropriate anger.
And, pretty often, Trumpers in the office will belittle others and, after making sure intervention is appreciated, say something that mitigates the harm in the situation.
Both of these cases illustrate the underlying point: If you keep people happy and safe, then they can focus on something other than the immediate problem -- namely, getting the work done.
Let me tell you about a time I failed in the office:
ReplyDeleteA few years ago, I was working with Gartner contracting. Most of the work I'd done with them was automation -- they'd hand me an excel template they used to solve problems, and I'd make it so the answers popped out with the push of a button. At some point, through a communication failure on my part and the project managers, I wound up with responsibility for a presentation. I didn't know the material well enough, and did not communicate my misgivings well enough. The product I handed them never met with my standards.
I'm totally up for more interview questions!
ReplyDeleteWhy do you want this job? (this is often the hardest question an interviewer can ask)
ReplyDeleteNah, that one is easy, David Rothfeder !
ReplyDeleteA: The mission and vision of this company align with my values. The work is towards my strengths and preferences. As if that wasn't enough, I'll have a walking commute to a fantastic office!
It's actually a tricky question because it's actually asked to get a better idea of what motivates you. My experience with this quest is that it's better to get specific and personal. So when you say mission and vision, go into detail. What have they done that you respect and why do you then want to work for them over similar companies. Show them that you will be happy and engaged with them.
ReplyDeleteOh, I will. I don't want to out the company here.
ReplyDeleteFair enough
ReplyDeleteyoutube.com - Your body language shapes who you are | Amy Cuddy perhaps
ReplyDelete