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The Purpose of a Job Interview

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If I were to ask you what’s the purpose of a job interview, you’d probably say something along the lines of, “To show what I can do for the company.”

You’d be right in that your answer implies you’re asking for a chance—you understand an interview is a sales meeting, which is the mindset you need to have when being interviewed.

People stress preparing for an interview. Actually, the key to a successful interview is to not over-think it. Although there’s no interview formula that’ll work every time, it’s helpful to think of an interview as a conversation with four distinct but overlapping purposes.

  • Connect: Get to know the interviewer. (bond)
  • Culture: Understand what type of person works best at the company.
  • Challenges: Identify and clarify the concerns the company’s management team has.
  • Close: What are the next steps in the hiring process.

 

The holistic mechanics used to achieve these four purposes are the following five interview stages:

  • Introductions (connect, culture)
  • Small Talk (connect, culture)
  • Information Gathering (culture, challenges, matching your experience and skillset)
  • Question/Answer (culture, challenges)
  • Wrapping Up (close)

 

Notice “culture” appears four times. I can’t overstress the importance of fit when it comes to deciding you’re “the one.” If you’re having a tough time with your job search, it’s because you’re trying to fit yourself into jobs and companies where you don’t belong.

If you make connecting with your interviewer a priority, you’ll be memorable in a good way. If there’s no connection, your experience, qualifications, etc., are meaningless to the interviewer. This isn’t a transgression—this is human psychology 101. Maya Angelou’s words, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” offers sage advice.

Truism: We’re incline to want to work with and do business with (READ: “buy from”—remember, an interview is a sales meeting.), someone who makes us feel good and whom we can relate to—people we feel comfortable with. You can call it bias—I call it what it is: human nature. As much as the government has tried to mitigate bias through numerous legislations, bias continues to exist and always will.

Getting someone to feel at ease with you doesn’t require repartee and dazzling verbal displays. It simply requires demonstrating interest—genuine interest, not fake I’m-trying-to-butter-you-up interest—and a willingness to listen. Do you know anyone who doesn’t like being paid attention to?

Listening is key to understanding what the other person wants and needs and, therefore, is the foundation of persuasion. (Reminder, an interview is a sales meeting.) A person is more likely to want to build a relationship with someone who understands their situation, their problems, and their goals. Listening and observing to understand another person is never time wasted.

When it comes to asking questions ask questions that show you’re eager to contribute to the company’s success and not what you can get from the company.

While there are infinite number of questions you could ask your interviewer, there are three questions to always ask:

 

  1. How is success measured in this role?
  2. What skills and attributes are valued by you and the leadership team?
  3. [If your interviewer will be your boss.] What’s your management style like? How will you manage me?

 

Listen carefully! Be ready to interject examples of how you exceeded expectations and demonstrated the skills your interviewer mentioned are valuable.

 

The most common interview advice I give: Lose any sense of entitlement you may have! You’re not owed a job. With so many human factors being part of the hiring decision, the best candidate on paper doesn’t always get the job. Entitlement is a huge turnoff.

 

Employers aren’t going to offer you the job because you only have $350 in the bank, and your mortgage is past due. The position will be offered to the person regarded as qualified to do the job (skills, experience) and is considered to be a fit (this is paramount)—the person the interviewer can envision working with, will fit in with the current team and whom they can see themselves dealing with daily and will meet their boss’s approval.

______________________________________________________________

 

Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job. You can send him your questions at artoffindingwork@gmail.com.

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33 trapped miners safe after rescue, 6 more on long trek out of mine near Sudbury – CP24 Toronto's Breaking News

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Liam Casey, The Canadian Press


Published Tuesday, September 28, 2021 7:54AM EDT


Last Updated Tuesday, September 28, 2021 11:14AM EDT

Thirty-three of 39 miners who were trapped underground in northern Ontario since Sunday have returned safely to the surface, the workers’ union said Tuesday as a rescue operation continued.

United Steelworkers, which represents workers trapped in Totten Mine near Sudbury, Ont., said they are pleased with the rescue operation thus far.

“A team of doctors is on site, checking workers as they emerge,” said the union, which represents 30 of the 39 staff members trapped in the mine. “No one has been physically injured in the incident or in the evacuation.”

Vale, the company that owns the mine, said it expects everyone to emerge Tuesday.

The employees were trapped in the mine on Sunday when a scoop bucket being sent underground detached and blocked the mine shaft, Vale said.

As a result, it said the “conveyance system” for taking workers to and from the surface became unavailable.

Vale said the trapped miners have been staying in underground “refuge stations,” some 900 to 1,200 metres underground, as part of the company’s standard procedures.

The workers began making their way out Monday night through a “a secondary egress ladder system,” the company said.

“We thank the impacted employees for their patience and perseverance and the mine rescue teams for their tireless dedication and support,” said Gord Gilpin, head of mining for Vale’s Ontario operations. “This has been an incredible team effort.”

A rescue team met the miners Monday and prepared them for the long journey to the surface.

The union said the miners had to scale a system of ladders, with each ladder being about six metres long and with a staging area at every break.

“When an incident like this unfortunately happens, everyone comes together,” said Nick Larochelle, president of USW Local 6500

“The miners support each other, the highly trained mine rescue teams come together and the whole community waits patiently praying for the safe return of every one of the 39 miners to surface.”

The company said the trapped miners had access to food, water and medicine. The union added that miners had been able to make phone calls to both communicate with rescuers and to call loved ones.

Totten Mine opened in 2014, in Worthington, Ont., and produces copper, nickel and precious metals. It employs about 200 people.

The province’s Ministry of Labour, Training and Skills Development, said an inspection team will investigate the incident once the rescue operation is finished.

This report by The Canadian Press was first published Sept. 28, 2021.

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Caisse to sell off remaining oil assets by next year – CBC.ca

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Caisse de dépôt et placement du Québec says it will divest all of its oil investments by next year as part of the pension plan’s plan to help combat climate change by cutting its carbon footprint in half by 2030.

The province’s public pension fund unveiled its climate change strategy on Tuesday.

A core plank of the policy is to divest all assets that produce crude oil products by the end of 2022. 

“The climate situation affects everyone, and we can no longer address it with the same methods used a few years ago,” CEO Charles Emond said. “We have to make important decisions on issues such as oil production and decarbonizing sectors that are essential to our economies.”

The pension plan has been selling off assets in the oil sector, but the declaration means it will move ahead with selling off what it has left — currently about one per cent of its total portfolio of $390 billion.

The fund also says it will move its oil money to other investments, with a view to buying up $54 billion in “green assets” by 2025.

Overall, the pension fund says it plans to reduce its total carbon footprint by 60 per cent by 2030.

“With this new strategy, we are demonstrating our leadership as an investor and enter the next stage of climate investing. We believe this is in the interests of our depositors, our portfolio companies and the communities we invest in,” Emond said.

More to come

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Instagram pausing Instagram Kids, eyes changes – Business News – Castanet.net

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Instagram is putting a hold on the development of Instagram kids, geared towards children under 13, so it can address concerns about access and content.

Adam Mosseri, the head of Instagram, wrote in a blog post Monday that a delay will give the company time to “work with parents, experts, policymakers and regulators, to listen to their concerns, and to demonstrate the value and importance of this project for younger teens online today.”

The announcement follows a withering series by the Wall Street Journal, which reported that Facebook was aware that the use of Instagram by some teenage girls led to mental health issues and anxiety.

Yet the development of Instagram for a younger audience was met with broader push back almost immediately.

Facebook announced the development of Instagram for kids in March, saying at the time that it was “exploring a parent-controlled experience.” The push back was almost immediate and in May, a bipartisan group of 44 attorneys general wrote to Facebook CEO Mark Zuckerberg, urging him to abandon the project, citing the well being of children.

They cited increased cyberbullying, possible vulnerability to online predators, and what they called Facebook’s “checkered record” in protecting children on its platforms. Facebook faced similar criticism in 2017 when it launched the Messenger Kids app, touted as a way for children to chat with family members and friends approved by parents.

While concerns about Instagram for kids is ongoing, Mosseri said that Instagram believes it’s better for children under 13 to have a specific platform for age-appropriate content, and that other companies like TikTok and YouTube have app versions for that age group.

“We firmly believe that it’s better for parents to have the option to give their children access to a version of Instagram that is designed for them — where parents can supervise and control their experience — than relying on an app’s ability to verify the age of kids who are too young to have an ID,” he wrote.

Mosseri said that Instagram for kids is meant for those between the ages of 10 and 12, not younger. It will require parental permission to join, be ad free, and will include age-appropriate content and features. Parents will be able to supervise the time their children spend on the app, oversee who can message them, who can follow them and who they can follow.

While work is being paused on Instagram Kids, the company will be expanding opt-in parental supervision tools to teen accounts of those 13 and older. More details on these tools will be disclosed in the coming months, Mosseri said.

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