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Job interviewing and job interview tips Job interviewing and job interview tips
by Joseph Gatt
2020-09-23 04:46:27
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Tips for companies who conduct job interviews. And tips for people searching for jobs.

In post-recession times, there tend to be a lot of scams, shams and strange plots and schemes involving companies. So a few tips will include what to watch out for.

Tips for job interviewers

-I'd invite people with interesting resumes. By interesting I mean people with good experience, good diplomas and good skills, or all three.

job001-I wouldn't look at cover letters, because most applicants paraphrase their cover letters based on cover letters they find online. That makes cover letters unrealistic.

-During the job interview, I'd look at four things. First, are they emotionally stable? Second, do they have “stable” personal lives? Third, are they organized in their thoughts and actions? Fourth, are they able to complete tasks?

-Emotional stability. This is what determines the ability to work with a team.

-Many people show up nervous at job interviews, especially when they've been out of a job. Some have sweaty hands, hands that shake or voices that shake. Those are normal signs. It's your job to make them comfortable.

-How do you assess emotional stability? You try to debate them during the job interview, as that's where a lot of the emotions will come to the surface.

-If during the debate they come out with clear, sound arguments to counter your arguments, that's a good sign. If they also stick to the truth and the facts, that's great.

-If during the debate they seem a little confused, a little aggressive, a little defensive, seem to take liberties with the truth, I'd be worried that these guys and girls can't work with the team.

-Other sign of emotional stability: ego. Now you're not allowed to ask people questions about their political beliefs. So I'd give them names of famous actors and singers (most people like music and film) and ask them what they really think about the actor or singer.

-If they use too much hyperbole, I'd be worried. If they downgrade the actors and singers, I'd also be worried. Hyperbole is a sign that they have an over-inflated ego. Downgrading famous actors and singers is a sign that they will be downgrading the people they will be working with.

-Personal life stability. I'd only ask three questions: if you get a job, could you rent a place? How will you be commuting? Is there someone who can handle your personal stuff in case of emergency during the work week or business trips?

-If they could afford to rent a place and could afford transportation, they're clear. If they have someone reliable who could take care of their personal stuff (children, bank stuff, post office stuff, emergency bills and paperwork) during the workweek, they're clear.

-There's no problem with loners. But there are instances where people have complicated family dynamics. I wouldn't hire anyone who can't show up for work because they have personal stuff to deal with. That is I wouldn't hire people who would take too many days off to take care of personal stuff, as in legal stuff, medical stuff, banking stuff, or stuff that involves children.

-Ability to organize and get organized.

-Some guys and girls (like me) are more comfortable getting organized when they work alone in a quiet place, and are not comfortable with people supervising their organization. Others can only get organized if they are being supervised, and are not comfortable getting organized in a quiet place.

-Some people get organized “on the go” that is place files where they should be immediately. Others (like me) like to get sort files once a week or so, when they're done doing everything that they should be doing.

-You need organization profiles that fit your organization. If you are a bank, you probably want to hire someone who organizes “on the go” and who likes being supervised (so don't hire me). If you're a law firm, you probably want to hire someone who sorts the files once a week or so, and who likes to work unsupervised.

-How do you test that? Most people will tell you honestly whether they like to work alone or whether they don't mind big brother watching them over their back. And most people will tell you honestly whether they organize their files every minute or whether they prefer sorting out the files once or twice a week.

-Getting organized is also a group affair. So when I interview applicants, I would fake a budget planning discussion to see whether they are able to work with me on planning a budget. If they show patience, clarity, and open-mindedness, I'd take them. If they're not too keen on the details and want to finish planning the budget in two minutes, I wouldn't take them.

-Ability to get the tasks done. Of course you should hire someone who can perform the tasks on their job description. I'd check if they can really perform those.

Mistakes recruiters make:

-Delegating hiring to “lower-ranked” staff or treating recruitment as an “undesirable” activity.

-That is, if you don't want your company to possibly turn into a war zone, you want to be hands-on about recruitment. Your lower-ranking staff will probably play around and see who the worst possible candidate is, and they'll pick that one.

-Censoring topics with employees. Here's how I look at it. If my employees are comfortable with their jobs, they are going to discuss getting the job done. If they are uncomfortable with their jobs, I apply the first amendment. I let them rant about their jobs all they want, but when they're done ranting, either we fix their problem(s) and they stop ranting, or they really aren't comfortable working here, in which case their contract should be terminated.

Mistakes job applicants make:

-Companies can be great places to work with or terrible places to work with. A big mistake a lot of people make is assuming that any company is a great company to work with.

-Not all companies are great places to work at. Maybe you won't fit in. Maybe the company is pure evil. Don't treat every company like it should be a worker's paradise.

-I'd ditch companies with unnecessary rules and rituals.

-I'd ditch companies where emotional stability seems to be a problem. I'd ditch companies where every day has its load of drama. Even hospitals and firefighters and policemen, who deal with drama daily, eliminate unnecessary drama. So I don't see why trading companies or administrations should deal with unnecessary drama.

-I'd ditch companies where too many big egos work. I'd ditch companies where egos are downsized.

-That is, I'd ditch companies with too many titles and where you are not allowed to talk back if you are a “small title.”

-I'd run away if my boss or colleagues start discussing huge financial difficulties or financial mismanagement at the company. I'd start applying for other jobs immediately, and quit as soon as I find another job.

-Finally, I'd allow room for a lot of imperfections, as long as they don't affect my ability to perform the task. Some companies run short on stationary. Others have a couple (or more) “weird” guys working. Others have a couple of strange quirks. I wouldn't lose sleep over those.

-But, if they're deliberately sabotaging my work, or not giving me the means to get my tasks done, or making my tasks an impossible algorithm, I'd look for a job elsewhere.

-And if the company starts taking a series of bad decisions, I'd start applying for a job elsewhere. One bad decision, no problem. Two consecutive bad decisions, uhm. Three, four, five consecutive bad decisions, OK, I think they want competent people out.

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