Many job interviews fall into a predictable pattern.
First, if an employer is large enough, a candidate usually speaks first to someone from the human resources department. HR’s primary job is to screen out the weird. If a candidate doesn’t have green hair, doesn’t dwell on an abduction to planet Gorkon, and doesn’t stare at the floor – and also has credentials and experience that meet the job requirements – he or she probably will advance to stage two: a meeting with the person to whom the job reports.
This part of the process gets trickier. Some managers know how to interview; most don’t. Some spend so much time trying to sell the applicant on the company they never listen to what he or she says. Others are so terrified of making a hiring mistake, they become uncomfortable – and make the interviewee ill at ease – unless you’re his or her previous experience is a perfect duplicate of the new position’s job description. And sometimes candidates come away from an interview with a potential boss feeling great, but not having a clue as to what actually will be required on the job.
Career coach Linda Dominguez, whose Executive Coaching and Resource Network is based in Los Angeles, suggests that candidates ask the following five questions in a job interview. When asked at the appropriate time and in the right tone – not merely blurted out or read off – they’ll provide valuable behavioral information about prospective bosses or co-workers, as well as the style and culture of the hiring organization. We suggest it would be better if the interviewer offered the information.
1. How will I know if my behavior doesn’t meet your approval or expectations? A direct and straightforward answer shows the interviewer respects honest communication. If the question provokes anger or a nasty comment, be wary.
2. How do you handle conflict? Dominguez says that if the interviewer denies any conflict in the organization, “run away.” Only totalitarian states and organizations run like them are officially devoid of conflict. It’s a good sign if the employer asks you for ideas and suggestions about conflict management.
3. What should I do if I think you’re making a mistake? Any suggestions that you should deny or ignore mistakes is a bad sign. Too many companies look upon mistakes as weakness, Dominguez says, because there is such a high price and stigma attached to admitting you don’t know something. She says that getting management to focus on helping people learn rather than blaming them for mistakes is one of her major efforts.
4. What would you like me to do if you become angry? Look for honest answers, and watch out for denial.
5. Do you have any eccentricities I should know about? This is a hard one to ask, but you never know what it will turn up. If you’re allergic or afraid of dogs, for example, it would be great to know that a prospective employer brings in Ralphie the sheepdog every Friday.
Most of all, Dominguez suggests candidates should get the sense that employer and company truly handle conflict, not deny it, and that conflict is handled in a way that focuses on issues, not personalities.
(C) Copyright 2002 Evan Cooper. Syndicated by Paradigm News, Inc.
