From a reader:
I was interviewed for a middle management role with an MNC. Two rounds of management interviews went relatively fast, but the HR response came a bit slow. After couple of weeks, a junior HR rep called me with some queries and later asked me to fill up my details in an Employment Form. It’s been two weeks now and I have no confirmation/rejection reply from the company. I have been following up with the company and the responses are:
"It’s in the process of approval and is going positively"
"Our Head of Staffing will set up a call with you and then roll out the offer etc"
From your experience with HR, does it take so much of time (3 weeks) after I fill up the employment form before I get an offer or is something wrong here? I have couple of other offers but this is the most tempting one. So I was just wondering what to do as I am not getting any solid information from this company.
Thanks.
Well, I would relate back to my previous post for a couple of things.
First, there really isn’t a fixed time frame for a company to revert with an offer. Or even for that matter, to finish the interview process. It depends on the system that works best for them. I’ve known people who have got offers after four months of attending interviews! Really. It’s worked for them, since they weren’t really interested in a job change and had time on their hands. But, it doesn’t seem to be the same in your case, since you mention about a couple of other offers in your hands. About the time frame, yes, typically three weeks is considered a lot of time to make a decision. More so, if the role is of high criticality to their projects.
Another possibility could be that they are meeting other candidates before taking a final decision. Maybe the hiring manager wants to meet a few more candidates, before deciding on your candidature. Most hiring managers depend on data that indicates comparative degrees of competencies among candidates, to make a final decision.
About the responses, they could even be telling you the truth. Really. Most companies do have an approval process that involves people across various departments (business, HR, finance, etc.,) and geographies. This could be causing an unnecessary delay. But, their second response doesn’t seem right. If they indeed have the approvals and want to roll out the offer, they have a head of staffing who is really lazy and hasn’t sensed the urgency of the situation. It’s possible.
Here are a couple of things you could try now, to get more information:
1: You could check with the hiring manager directly. Most often, communication takes time to flow in the organization. The best way to get info is to go to the source of the information. Write him a mail asking for an update and also keep him informed about the discussion you’ve had with HR.
2: Did you get the other offers while you were interviewing with this MNC? If yes, have you told them that you already hold an offer? Not for anything, but to tell them you are really keen to work for them. In my experience, most companies expedite the offer process the moment they figure out the selected candidate has another offer. On the contrary, they’ll at least let you know that they need time. You can then make your decision.
Finally, I like to believe that you took up the other interviews since something about both those companies (role/compensation/benefits/perks/culture, etc.) interested you. Now, you need to answer for yourself, what is it about the MNC that makes the offer tempting? If there’s not much of a difference between them and the others, I would suggest you take up an offer in hand, rather than wait for an offer that might or might not happen.
Good luck!
Wednesday, September 1, 2010
Tuesday, August 17, 2010
Interviewed. Rejected. Called Again.
From a reader:
I had interviewed with a company a month back. According to my assessment, the interviews went fine and I was really keen to take up the role. After the interview, I was informed by the hiring manager that either he or the recruiter would schedule the final discussion. I didn't get any mail from either of them for a couple of weeks. However, at the beginning of the third week, I got a rejection mail from HR! It stated that they were keen to hire someone who fit the role better. I was really disappointed. I did not pursue the opportunity and planned to start interviewing with other companies. It’s been a month now and I got a call from the same recruiter asking if I was still keen to take up further discussions. I asked about the rejection mail and he did not have an explanation for it. I’m still keen with the role, but a bit apprehensive.
What should I do? Do I go ahead with the discussion?
Thanks.
Well, it’s not common. Yet, it does happen. There could be a few things that might have happened after they met you.
First, maybe the hiring manager met a more qualified candidate after he had met with you. He then decided to go with that candidate and asked the recruiter to send a rejection mail to you. They might have extended an offer to the candidate and he took time to decide, but eventually declined. If this happened, it’s left the hiring manager in a quandary. He’ll have to start the hunt for a new candidate, all over again. You were the next best candidate that came closest to meeting their requirements. It might explain why you were called again for the same role. The recruiter might not have much to say in this situation, it’s the hiring manager’s call.
Second, there’s a possibility that the hiring manager had a re-think on your candidature. The interview feedback might not have looked good initially, but later the manager decided to give it another shot. He might want to re-evaluate specific skill-sets, that they couldn't assess in the earlier rounds. Again, if this is the case, the recruiter is really just following instructions.
Third, the recruiter might have screwed-up. Really. It’s possible. He could have got a negative feedback from one of the interviewers you had met and he acted real quick. Later, the hiring manager asked him to schedule you for further rounds of discussion. Now, he has to salvage the situation, by getting you back for the next round of interview.
None of these are examples of a robust hiring process. Yet, these do happen and also brings out the flaws or gaps in communication between the hiring managers and the recruiters. Noticeably, the hiring manager has informed you that he/recruiter will schedule the final discussion! I really doubt if the hiring manager is the one making the final decision on hiring you. Clearly, someone higher-up in the chain is the key decision-maker.
I would suggest that you take up the discussion with the hiring manager. Ask him candidly about the rejection mail. You may also want to ask them one more thing; what made them reconsider your candidature? Your only chance to find that out is to have a discussion. Get the answers and you can then decide whether you want to pursue the opportunity or not. I would also suggest that you keep your options open, getting recalled for an interview doesn’t necessarily mean they are going to offer you the role.
Good luck!
I had interviewed with a company a month back. According to my assessment, the interviews went fine and I was really keen to take up the role. After the interview, I was informed by the hiring manager that either he or the recruiter would schedule the final discussion. I didn't get any mail from either of them for a couple of weeks. However, at the beginning of the third week, I got a rejection mail from HR! It stated that they were keen to hire someone who fit the role better. I was really disappointed. I did not pursue the opportunity and planned to start interviewing with other companies. It’s been a month now and I got a call from the same recruiter asking if I was still keen to take up further discussions. I asked about the rejection mail and he did not have an explanation for it. I’m still keen with the role, but a bit apprehensive.
What should I do? Do I go ahead with the discussion?
Thanks.
Well, it’s not common. Yet, it does happen. There could be a few things that might have happened after they met you.
First, maybe the hiring manager met a more qualified candidate after he had met with you. He then decided to go with that candidate and asked the recruiter to send a rejection mail to you. They might have extended an offer to the candidate and he took time to decide, but eventually declined. If this happened, it’s left the hiring manager in a quandary. He’ll have to start the hunt for a new candidate, all over again. You were the next best candidate that came closest to meeting their requirements. It might explain why you were called again for the same role. The recruiter might not have much to say in this situation, it’s the hiring manager’s call.
Second, there’s a possibility that the hiring manager had a re-think on your candidature. The interview feedback might not have looked good initially, but later the manager decided to give it another shot. He might want to re-evaluate specific skill-sets, that they couldn't assess in the earlier rounds. Again, if this is the case, the recruiter is really just following instructions.
Third, the recruiter might have screwed-up. Really. It’s possible. He could have got a negative feedback from one of the interviewers you had met and he acted real quick. Later, the hiring manager asked him to schedule you for further rounds of discussion. Now, he has to salvage the situation, by getting you back for the next round of interview.
None of these are examples of a robust hiring process. Yet, these do happen and also brings out the flaws or gaps in communication between the hiring managers and the recruiters. Noticeably, the hiring manager has informed you that he/recruiter will schedule the final discussion! I really doubt if the hiring manager is the one making the final decision on hiring you. Clearly, someone higher-up in the chain is the key decision-maker.
I would suggest that you take up the discussion with the hiring manager. Ask him candidly about the rejection mail. You may also want to ask them one more thing; what made them reconsider your candidature? Your only chance to find that out is to have a discussion. Get the answers and you can then decide whether you want to pursue the opportunity or not. I would also suggest that you keep your options open, getting recalled for an interview doesn’t necessarily mean they are going to offer you the role.
Good luck!
Friday, July 16, 2010
Does HR have a sense of humor?
A recent discussion with friends, led me to ask this question.
Does HR have a sense of humor?
My first reaction was, “Yes!”. Obvious choice? Not really. I really do believe that, since I’ve met HR people with a great sense of humor. However, many in the group disagreed. So I decided to ask this question to an open audience. One way to validate was to go out there and ask folks who have/are interacting with HR on a regular basis. Twitter provided that perfect platform to test the question and some of the replies I got are here, here, here, here & finally here! Maybe my friends had a point, since it didn’t come as a surprise to them that most people think HR doesn’t have a sense of humor!
I’m not out to counter those replies, but I’m just as curious to know why folks feel the way they do about HR. One plausible answer could be, just maybe, most often than not, a company’s HR team is the first point of contact to people outside the company. It’s a huge responsibility to represent one’s firm/company in the right light. So that to some extent plays a part in taking away the funny side of HR. Another possibility could be that HR fears they won’t be taken seriously or considered to be professional in their approach towards work.
On second thoughts, a sense of humor is more a personality trait. It’s the hallmark of great salesmen or manager. Even good leadership relies on well-timed sense of humor to energize employees. So maybe it’s time to ask the serious-type HR folks to chill-out a bit. It’s possible. Heck! Even job-descriptions have sense-of-humor listed as a requirement for roles that have a client-facing function! I suppose we can categorize HR as a role that has client interactions too. No? Why then ask for something that one doesn’t follow? Beats me.
So here’s a message to all HR folks: Have fun! Spread some laughter. It acts as an ice-breaker.
Go break a leg! Figuratively, duh!
Does HR have a sense of humor?
My first reaction was, “Yes!”. Obvious choice? Not really. I really do believe that, since I’ve met HR people with a great sense of humor. However, many in the group disagreed. So I decided to ask this question to an open audience. One way to validate was to go out there and ask folks who have/are interacting with HR on a regular basis. Twitter provided that perfect platform to test the question and some of the replies I got are here, here, here, here & finally here! Maybe my friends had a point, since it didn’t come as a surprise to them that most people think HR doesn’t have a sense of humor!
I’m not out to counter those replies, but I’m just as curious to know why folks feel the way they do about HR. One plausible answer could be, just maybe, most often than not, a company’s HR team is the first point of contact to people outside the company. It’s a huge responsibility to represent one’s firm/company in the right light. So that to some extent plays a part in taking away the funny side of HR. Another possibility could be that HR fears they won’t be taken seriously or considered to be professional in their approach towards work.
On second thoughts, a sense of humor is more a personality trait. It’s the hallmark of great salesmen or manager. Even good leadership relies on well-timed sense of humor to energize employees. So maybe it’s time to ask the serious-type HR folks to chill-out a bit. It’s possible. Heck! Even job-descriptions have sense-of-humor listed as a requirement for roles that have a client-facing function! I suppose we can categorize HR as a role that has client interactions too. No? Why then ask for something that one doesn’t follow? Beats me.
So here’s a message to all HR folks: Have fun! Spread some laughter. It acts as an ice-breaker.
Go break a leg! Figuratively, duh!
Candidate Tip - Part 8
Few months back, I started the ‘Candidate Tip Series’ on this blog with an intention to answer recruitment related questions from readers. The series was introduced in an attempt to avoid redundancy in replies. I tweet these tips on my twitter account too, and use #candidatetip for the tips.
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here.
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here.
- Find a way to explain the difference between your 'needs' v/s 'wants'. Leaving it ambiguous, could result in interpretations.
- When you're invited for lunch in between interviews, eat just enough to keep you going. Please don't binge! Burping isn't likeable.
- If you're scheduled for an interview but decide against a job change, let the recruiter/manager know in advance. Saves everyone's time & effort.
- Collecting job offers from many firms = burning bridges with ones you'll reject. Think & apply. Do you need that 2nd offer?
- Speaking fast when you don't know the answer doesn't help your cause. Say, "I don't know" & ask for the answer.
- Coming from a direct competitor doesn't guarantee you a job. You'll still need to ace the interview.
- Interview slots are well planned (atleast at most firms), so if you choose to take a phone-call in between, make it quick.
- An 'open' offer is a great thing. Yet, I would suggest you have detailed discussions before saying 'yes' to the offer.
- Don't use your official email ID to communicate with a prospective employer!
- At interviews, use the white board (when available). Helps interviewers visualize your explanation. It works in your favor.
Tuesday, July 13, 2010
Started at the first job. Got a better second offer. What now?
From a reader:
I came across your blog while doing some research on Google.
I have a big dilemma and I wanted to hear what you would like to say.So I interviewed with a couple of companies around the same time for entry level positions. I got an offer from one and I accepted it. It is employment at will and the compensation package is decent. I tried negotiating the salary with the HR rep before accepting the offer, but it seemed like she wasn't willing to budge. I even questioned whether the package was competitive enough, but she insisted that it was and since I had no other outstanding offers, I decided to just accept the offer. I have begun work, but it’s only been about three days at the new position when another company calls me and gives me an offer.
Now, this new offer is MUCH more attractive, and MUCH more competitive. It is literally paying 50% MORE than the current position that I am in.
Now my question is: is it okay for me to call the HR from the first company that I am now working for, and quit since its employment at will? 2 weeks notice is unnecessary because I just started and it will just drag time, and waste man power. My opinion is that a 2 week notice will be detrimental to both me and the company since the company will have to waste 2 weeks of training me(since I am still at that 'training' stage), and I would basically be learning the functions of the team and the position for no reason. So that's my mentality of quitting without a 2 week notice. I know, I may be burning bridges here, but I know it is a dog eat dog world out there and my friends tell me, its all about survival of the fittest, and which position is clearly better for my career.
It is mostly about the money, because if I continue working at this company and reject the new offer, I would feel unmotivated and know that I am worth more than what I am currently being paid. I would not feel happy doing my job because I know I can do better for myself. Another thing is, I have been neglected at this new position for the most part. My team has been too busy to bother getting me acclimated and started at my post. I didn't like the culture since day 1, but I needed a job. Another thing I am complaining about is my desk space and my comfort level. The area that I am in is very uncomfortable, and I really don’t like my space, but I can’t do anything about that. But, if I decide to quit and go to the new job, I face a lot of 'what if" scenarios. Like what if, I don’t like it at all? What if I have no social life? But I can also answer it myself, and say that I am young and I have time to explore. I really want to quit and go to the new company to venture out and live without regrets. Because if I don’t go for it, another what if scenario is: what if I DID go for it? What could have become of it?
There is also a question of ethics, but I feel like I should push that aside, and be shallow for myself because it’s very important to me where I begin my career. I am almost certain that I want to quit and go to the new company, but I would like to know from your perspective, what is the best/most professional way to go about doing it, without causing too much damage to the original company? Can you describe it from both sides of HR? (first company and the second company).
Looking forward to hearing from you!
Thanks a lot!
Well, to start with, you’ve captured most of the situations that could crop up from this move. I’ll just go with a candid outlook of the way that it would look from either side.
Thoughts from the first company:
Yes, you got it right. It would burn bridges. Period. It would seem unethical to back out from a job you started just three days back. If your area of work is niche, there’s a good chance that people from the first company could end up working with you or even end up as hiring managers at a firm you might apply later on. Then there’s the bit about networking. People network. When they network, they share information and they aren’t going to say good things about your move.
Assuming you took the second offer, it would be a breach of commitment with the first company. Based on your commitment managers would have spent a lot of time and effort to plan things for your role. Again, the past three days might not be sufficient time to assume otherwise. Now, you would be gone just when they were about to settle down. They’ll need to invest the same amount of time and effort to find another candidate for the job. Most of whom, would have a got a ‘rejection’ email by now, based on you accepting the role. Also, to be honest, three days is an extremely short duration of time to judge the work culture of a company.
Here’s the deal, you might not be allotted work during the two weeks of notice. But generally HR would ask you to serve out the two weeks, with fear of setting a precedent among people in a similar role. You really can’t walk-in and walk-out of a job that easily. By not serving the two weeks notice, you run the chance of getting yourself on the wrong list. HR wouldn’t necessarily be giving you the best reference. Stick to the exit process and leave after completing the formalities. There’s a high possibility that they are ready to relieve you faster.
Would the HR go out of their way in tracking your next move? Not really. Unless the second employer comes asking for some background. Unlikely.
Thoughts from the second company:
Their reaction depends on the couple of things. First, if you choose to not tell them about the previous job. Nothing changes. They’ll go about the normal offer process and on-boarding activity. Second, if you choose to tell them about the previous job, then their reaction might vary. It would be along the lines of, “Great! We’ve got him with us. For now.” You’re wondering why just for now? They’ll watch your every move. Really. If it was mostly about the money that got you in, then it takes only that much more from a competitor to get you out of there. The move can be justified only if the second company is offering you a role that you were searching. HR’s feedback to the manager would be to treat you as a high risk employee. It’s a feeling that won’t go away quickly.
Would they do a background check? Yes, they would do it for information that you’ve provided on your resume or ‘candidate application form’. Is there a chance that they might stumble upon your first job? Maybe, yes.
What can you do now?
Well, I would start with talking to the current manager. Explain the situation and let him/her know that you weren’t expecting the second offer to come your way. That the offer is good and you would like to take it up. Follow the exit process and offer your help to find a replacement (with references) during the two weeks notice period. It’s not an obligation, but it does leave a good impression. Nobody wants to be left high and dry.
Apart from the money, I hope you’ve evaluated other factors of the second offer. If you don’t like the role, the money will soon cease to be of great interest. You wouldn’t want too many job changes early on in your career.
Good luck with your new job!
I came across your blog while doing some research on Google.
I have a big dilemma and I wanted to hear what you would like to say.So I interviewed with a couple of companies around the same time for entry level positions. I got an offer from one and I accepted it. It is employment at will and the compensation package is decent. I tried negotiating the salary with the HR rep before accepting the offer, but it seemed like she wasn't willing to budge. I even questioned whether the package was competitive enough, but she insisted that it was and since I had no other outstanding offers, I decided to just accept the offer. I have begun work, but it’s only been about three days at the new position when another company calls me and gives me an offer.
Now, this new offer is MUCH more attractive, and MUCH more competitive. It is literally paying 50% MORE than the current position that I am in.
Now my question is: is it okay for me to call the HR from the first company that I am now working for, and quit since its employment at will? 2 weeks notice is unnecessary because I just started and it will just drag time, and waste man power. My opinion is that a 2 week notice will be detrimental to both me and the company since the company will have to waste 2 weeks of training me(since I am still at that 'training' stage), and I would basically be learning the functions of the team and the position for no reason. So that's my mentality of quitting without a 2 week notice. I know, I may be burning bridges here, but I know it is a dog eat dog world out there and my friends tell me, its all about survival of the fittest, and which position is clearly better for my career.
It is mostly about the money, because if I continue working at this company and reject the new offer, I would feel unmotivated and know that I am worth more than what I am currently being paid. I would not feel happy doing my job because I know I can do better for myself. Another thing is, I have been neglected at this new position for the most part. My team has been too busy to bother getting me acclimated and started at my post. I didn't like the culture since day 1, but I needed a job. Another thing I am complaining about is my desk space and my comfort level. The area that I am in is very uncomfortable, and I really don’t like my space, but I can’t do anything about that. But, if I decide to quit and go to the new job, I face a lot of 'what if" scenarios. Like what if, I don’t like it at all? What if I have no social life? But I can also answer it myself, and say that I am young and I have time to explore. I really want to quit and go to the new company to venture out and live without regrets. Because if I don’t go for it, another what if scenario is: what if I DID go for it? What could have become of it?
There is also a question of ethics, but I feel like I should push that aside, and be shallow for myself because it’s very important to me where I begin my career. I am almost certain that I want to quit and go to the new company, but I would like to know from your perspective, what is the best/most professional way to go about doing it, without causing too much damage to the original company? Can you describe it from both sides of HR? (first company and the second company).
Looking forward to hearing from you!
Thanks a lot!
Well, to start with, you’ve captured most of the situations that could crop up from this move. I’ll just go with a candid outlook of the way that it would look from either side.
Thoughts from the first company:
Yes, you got it right. It would burn bridges. Period. It would seem unethical to back out from a job you started just three days back. If your area of work is niche, there’s a good chance that people from the first company could end up working with you or even end up as hiring managers at a firm you might apply later on. Then there’s the bit about networking. People network. When they network, they share information and they aren’t going to say good things about your move.
Assuming you took the second offer, it would be a breach of commitment with the first company. Based on your commitment managers would have spent a lot of time and effort to plan things for your role. Again, the past three days might not be sufficient time to assume otherwise. Now, you would be gone just when they were about to settle down. They’ll need to invest the same amount of time and effort to find another candidate for the job. Most of whom, would have a got a ‘rejection’ email by now, based on you accepting the role. Also, to be honest, three days is an extremely short duration of time to judge the work culture of a company.
Here’s the deal, you might not be allotted work during the two weeks of notice. But generally HR would ask you to serve out the two weeks, with fear of setting a precedent among people in a similar role. You really can’t walk-in and walk-out of a job that easily. By not serving the two weeks notice, you run the chance of getting yourself on the wrong list. HR wouldn’t necessarily be giving you the best reference. Stick to the exit process and leave after completing the formalities. There’s a high possibility that they are ready to relieve you faster.
Would the HR go out of their way in tracking your next move? Not really. Unless the second employer comes asking for some background. Unlikely.
Thoughts from the second company:
Their reaction depends on the couple of things. First, if you choose to not tell them about the previous job. Nothing changes. They’ll go about the normal offer process and on-boarding activity. Second, if you choose to tell them about the previous job, then their reaction might vary. It would be along the lines of, “Great! We’ve got him with us. For now.” You’re wondering why just for now? They’ll watch your every move. Really. If it was mostly about the money that got you in, then it takes only that much more from a competitor to get you out of there. The move can be justified only if the second company is offering you a role that you were searching. HR’s feedback to the manager would be to treat you as a high risk employee. It’s a feeling that won’t go away quickly.
Would they do a background check? Yes, they would do it for information that you’ve provided on your resume or ‘candidate application form’. Is there a chance that they might stumble upon your first job? Maybe, yes.
What can you do now?
Well, I would start with talking to the current manager. Explain the situation and let him/her know that you weren’t expecting the second offer to come your way. That the offer is good and you would like to take it up. Follow the exit process and offer your help to find a replacement (with references) during the two weeks notice period. It’s not an obligation, but it does leave a good impression. Nobody wants to be left high and dry.
Apart from the money, I hope you’ve evaluated other factors of the second offer. If you don’t like the role, the money will soon cease to be of great interest. You wouldn’t want too many job changes early on in your career.
Good luck with your new job!
Monday, May 31, 2010
Candidate Tip - Part 7
Few months back, I started the ‘Candidate Tip Series’ on this blog with an intention to answer recruitment related questions from readers. The series was introduced in an attempt to avoid redundancy in replies. I tweet these tips on my twitter account too, and #candidatetip for the tips.
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here.
- Don't act surprised when you get a 'scheduled' call from an interviewer. You were asked for a good time to be reached. No?
- If you're sending your LinkedIn profile for a role, then take out your wedding picture on your profile! Doesn’t look professional.
- Please wait for the interviewer to finish the question. Else, u might miss out on answering the actual question in its entirety.
- It's critical for your new employer to know your start date. Don’t commit to a start date without thinking. Keep some buffer.
- Interview questions are NOT always about 'Yes/No'. Some are asked to understand your approach in getting to the solution.
- Use interviews to ask as many questions. Really. You don't get rejected for asking questions. If you do get rejected for that, you don’t want to work there.
- Show discretion when you want to disagree with an interviewer.
- It's ok to have an exploratory talk before you dive into interviews. But once you decide, stick to it. Reneges aren't liked!
- Ask for a 'job description' before you take up an interview. It'll give you some context to the role & future discussions.
- Keep in touch with your references. Sending them a mail one fine day doesn't work at all times. Result: Job offer's on hold!
- Don't be the one to end an interview. Let the interviewer end it. You can end it you aren't keen on the role. Saves time.
- Use the word 'expert' in your resume, with utmost discretion. Any 'expert' claim will get validated with more rigor.
- If you're talking to the hiring manager, ask for an email ID. Might be of help later (interview feedback, thank you note, etc)
Friday, May 14, 2010
I don't know.
I don’t know, are the three words that I would like to hear from interviewees, when then don’t have an answer to an interview question. It's much better than rambling on with answers that absolutely make no sense. Really.
Beware! Show some discretion (Read: common sense) in using them for questions for which you really don’t have an answer. Those questions don’t include, “Why are you looking for a change?”, “Why do you want to work here?” or something along the same lines.
Fear of getting rejected at interviews or even getting judged, puts undue pressure on some candidates to come up with answers that absolutely make no sense. While on the contrary, the very reason to reject that person would have been the answers. A good interviewer isn’t expecting you to know answers to every question. They only try and check your approach towards a solution for a certain problem (or question). The way you approach a problem will tell a lot more than the actual solution itself.
Now that you have told, “I don’t know”, what’s next? There is a couple of ways that might help you gain the interviewer’s confidence.
First, ask for the answer. In my experience, I’ve noticed that candidates tend to go on the back-foot or get defensive or go into a shell, when they don’t know an answer. It’s that awkward minute between an unanswered question to the next question that you should grab with both hands. Ask for the answer. Yes, it’s that simple. You could say, “I don’t know, but I’d like to know the answer to the question. It will help me understand the topic.” You’ll be surprised that a trained interviewer actually looks for such traits in candidates.
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Second, don’t use the clichéd, “I don’t know the answer, but I’m a quick learner.” It means zilch to a person trying to determine your approach. In case you are uncomfortable asking for the answer during the interview, it’s ok. Make a note of that question. Get back home. Dig for answers, either through books, blogs, online, whatever it takes to get the answer. Mail it to the interviewer with mention of the sources you used to get to the answer. This is an approach that very few candidates take and it could help you stand out in a crowd. Your efforts will definitely be recognized by good interviewers.
Saying “I don’t know” is one of the easiest answers for a question that one doesn’t know the answer to. It’s what you do about the don’t-know-part that counts.
Good luck!
Beware! Show some discretion (Read: common sense) in using them for questions for which you really don’t have an answer. Those questions don’t include, “Why are you looking for a change?”, “Why do you want to work here?” or something along the same lines.
Fear of getting rejected at interviews or even getting judged, puts undue pressure on some candidates to come up with answers that absolutely make no sense. While on the contrary, the very reason to reject that person would have been the answers. A good interviewer isn’t expecting you to know answers to every question. They only try and check your approach towards a solution for a certain problem (or question). The way you approach a problem will tell a lot more than the actual solution itself.
Now that you have told, “I don’t know”, what’s next? There is a couple of ways that might help you gain the interviewer’s confidence.
First, ask for the answer. In my experience, I’ve noticed that candidates tend to go on the back-foot or get defensive or go into a shell, when they don’t know an answer. It’s that awkward minute between an unanswered question to the next question that you should grab with both hands. Ask for the answer. Yes, it’s that simple. You could say, “I don’t know, but I’d like to know the answer to the question. It will help me understand the topic.” You’ll be surprised that a trained interviewer actually looks for such traits in candidates.
`
Second, don’t use the clichéd, “I don’t know the answer, but I’m a quick learner.” It means zilch to a person trying to determine your approach. In case you are uncomfortable asking for the answer during the interview, it’s ok. Make a note of that question. Get back home. Dig for answers, either through books, blogs, online, whatever it takes to get the answer. Mail it to the interviewer with mention of the sources you used to get to the answer. This is an approach that very few candidates take and it could help you stand out in a crowd. Your efforts will definitely be recognized by good interviewers.
Saying “I don’t know” is one of the easiest answers for a question that one doesn’t know the answer to. It’s what you do about the don’t-know-part that counts.
Good luck!
Friday, April 30, 2010
Guest Post: Stopping yourself when you react to others pushing your buttons
Author: Carolyn Matheson
Twitter: @capcoach
We all know what it feels like to have our buttons pushed. Something happens, that seems to take us over, every muscle in our body tightens up and we turn into somebody no one wants to be around.
Steve was in a rush to get to the store but someone else took the parking space he had his eye on. His button had been pushed. He was going to let the other driver know how mad he made him and that he couldn't get away with taking his car park space. Leaping out of the car he started waving his fists and swearing at the other driver who was taken aback in shock.
In his anger, it didn't occur to Steve that the other driver did not have a personal vendetta against him. He had just been told his department at work was about to be re-organized making him angry and fearful even before he reached the store. The final straw was the other driver and Steve allowed him to push a button which was ready to be triggered by almost anything. Steve's reaction was an immediate and emotional response, with little thought to the consequences.
As he got back in the car his stomach was tied up in knots, his heart racing, he put his head in his clammy and sweaty hands. A thought popped into his head, 'what was that all about, I am so ashamed of my behaviour'.
The more you know about what is likely to push your buttons, the more you can anticipate your reaction and be ready with simple tactics. Often something has happened just before you started to become defensive. It is easy to blame others - the boss, family, colleagues, the economy, debts; anyone but ourselves.
Warning signs that you might be susceptible to button pushing:
Suggestions to stop you reacting to other people
About the author:
Carolyn Matheson is a Master Certified Coach, and works with executives and their teams across the world. She is one of the world’s leading executive coaches whose world turned upside down 5 years ago when diagnosed with a chronic illness.
Twitter: @capcoach
We all know what it feels like to have our buttons pushed. Something happens, that seems to take us over, every muscle in our body tightens up and we turn into somebody no one wants to be around.
Steve was in a rush to get to the store but someone else took the parking space he had his eye on. His button had been pushed. He was going to let the other driver know how mad he made him and that he couldn't get away with taking his car park space. Leaping out of the car he started waving his fists and swearing at the other driver who was taken aback in shock.
In his anger, it didn't occur to Steve that the other driver did not have a personal vendetta against him. He had just been told his department at work was about to be re-organized making him angry and fearful even before he reached the store. The final straw was the other driver and Steve allowed him to push a button which was ready to be triggered by almost anything. Steve's reaction was an immediate and emotional response, with little thought to the consequences.
As he got back in the car his stomach was tied up in knots, his heart racing, he put his head in his clammy and sweaty hands. A thought popped into his head, 'what was that all about, I am so ashamed of my behaviour'.
The more you know about what is likely to push your buttons, the more you can anticipate your reaction and be ready with simple tactics. Often something has happened just before you started to become defensive. It is easy to blame others - the boss, family, colleagues, the economy, debts; anyone but ourselves.
Warning signs that you might be susceptible to button pushing:
- Extreme tiredness, inability to relax, difficulty in sleeping, overactive mind, feeling very disconnected from yourself and others.
- Waking up in the morning and wanting to go straight back to sleep.
- Worried about health, money or work.
- Easily distracted and having difficulty concentrating. What are your warning signs?
Suggestions to stop you reacting to other people
- Say No! Don't take on more than you can handle
- No one pushes our buttons like our children. If you recognise that you are about to react, keep your lips firmly sealed. Step away from the situation for a while and think through your options. Go for a walk. Just a 15 minutes’ walk is enough to unfreeze your brain so you gain a different perspective.
- Put yourself first. I have noticed that when I am calm and relaxed it is much easier to deal with anything that life throws at me.
- Discover the power of laughter. If you get tense, the negative energy will increase. You can't laugh and be angry at the same time. It's impossible!
About the author:
Carolyn Matheson is a Master Certified Coach, and works with executives and their teams across the world. She is one of the world’s leading executive coaches whose world turned upside down 5 years ago when diagnosed with a chronic illness.
Wednesday, April 28, 2010
Entrepreneurial instincts
Here’s a question that I’d recently asked on Twitter.
Does HR value people with entrepreneurial instincts ? Or do we try and fit square pegs in round holes?
Surprisingly, I got consistent replies from across geographies. The answer was – No, HR doesn’t value entrepreneurial instincts. We try and fit square pegs in round holes. There are multiple answers to this question. Some may work, others might not. Some have the required flexibility, while others deal with rigidity.
As clichéd as it sounds, entrepreneurs are a rare breed. They come with characteristics and traits that differ a lot from most people. Traits include (but not limited to): high competency, high levels of risk taking, high self confidence and very competitive, creative bent of mind, innovative spirit, proactive behavior and need for freedom at workplace.
Given that we know certain traits of an entrepreneur it brings me to ask a couple of questions:
What can HR do to value entrepreneurial instincts?
Does HR value people with entrepreneurial instincts ? Or do we try and fit square pegs in round holes?
Surprisingly, I got consistent replies from across geographies. The answer was – No, HR doesn’t value entrepreneurial instincts. We try and fit square pegs in round holes. There are multiple answers to this question. Some may work, others might not. Some have the required flexibility, while others deal with rigidity.
As clichéd as it sounds, entrepreneurs are a rare breed. They come with characteristics and traits that differ a lot from most people. Traits include (but not limited to): high competency, high levels of risk taking, high self confidence and very competitive, creative bent of mind, innovative spirit, proactive behavior and need for freedom at workplace.
Given that we know certain traits of an entrepreneur it brings me to ask a couple of questions:
What can HR do to value entrepreneurial instincts?
- To start with, it can improve the talent management system in the organization that gives flexibility to entrepreneurs to choose their career paths.
- Map the entrepreneurial traits identified and create performance management systems that include innovation at the center of the review. Look towards the results achieved rather than the approach.
- Encourage and train managers to accept or have for a higher tolerance for failure. Not all entrepreneurial ideas will take off.
- Get the recruiters to hire right. If the Company doesn’t have a culture that supports entrepreneurship, then it doesn’t make sense to get someone who will eventually leave you just as quickly. It’s critical to identify what’s needed for the role.
- Work closely with managers to indentify what percentage of their workforce needs to be entrepreneurs. Not everyone needs to be an entrepreneur.
- Have a robust feedback system. Entrepreneurs need to be given feedback on a regular basis.
- Bring in transparency into the performance review system. Employees need to know the parameters that define the role of an entrepreneur. However, there’s a catch to this approach. You cannot have performance review processes that make it mandatory for innovation! It’ll back-fire big time, since this approach will ask employees to take up roles that they aren’t comfortable with.
- Promote the jobs internally within the organization and then share it with the outside world. Employees must be encouraged, based on their competencies, to take up roles that require innovation. And they’ll appreciate the role was shared with them first.
- Money matters. Even to that entrepreneur who tells you that he wants freedom for innovation above all else. Really. Pay structures need to be flexible depending on the role that one play’s in the Company. Entrepreneurs should have a high incentive plan, that’s directly linked to their performance. Better performance means more money.
Why doesn’t HR value entrepreneurship instincts in employees?
- The challenge is not in accepting the need for entrepreneurship within the Company. It’s the lack awareness on how to make the fit happen. The need to look for a way to fit in innovation, risks and costs involved, are a bigger challenge. There’s already a team in place and business has defined its goals and objectives. Challenging status quo in a process oriented Company might not work in the best interest of the Company.
- Company culture plays an important role for hiring/retaining entrepreneurs. If the culture doesn’t support the system to fit in entrepreneurs, then it’s a disservice to both the candidate and the Company to come together to work.
- HR might not have been given the authority to take the call on hiring entrepreneurs. It means that HR/recruiter will eventually fall back on the hiring manager who’ll make the decision.
- Lack of transparency might make it really hard to determine if the Company really needs an entrepreneur. If not, not amount of talking/incentives/promises will keep them back.
- It could also be a result of of not identifying the candidate's entrepreneurial instinct at the hiring stage.
What’s your take? Your replies will give some food-for-thought to HR readers of this blog.
An inspiring speech!
Found this video clip of Steve Jobs' 2005 Stanford Commencement Address. It's an inspiring speech and worth the 15 mins spent listening to it.
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