Stuff You Should Know

[Andrea]

Originally Posted by Lyte

INTERVIEW QUESTIONS

Many of the larger companies use what's call the STAR method. I've worked for a few employers who do and we had to write down what the person said under each ... under the S, the T, the A and the R. <-- going that far is a big pain in the ass but it's very good way to catch if the applicant has just answered your question. As the interviewee ... it's a very good way for you to know if you just answered their question.

STAR is...

Situation
Task
Action
Result

STAR = "Tell me about a time when..." type questions.

Regardless of whether or not the interviewer is using the STAR method, you should be, and this is why I say don't rush to answer! Take a few seconds to find a SITUATION that fits the question... what was the TASK involved... what ACTION did you take... what were the RESULTS of your action.

The interview essentially public speaking ... acting... a performance... and for this reason it's the area that is most often blown in the hiring process. After the interview, think over how you felt while sitting there and how you felt about your answers. Write down their questions... write down your answers... write down better answers if you think there was a better answer. <-- Most companies ask the same question just in different ways. The interview is theater... performance... the better you know their lines as well as your own lines... the better you'll perform.


Questions?

Thank you for this. I work for the State of California and have been hunting for the perfect position to transfer to. There have been some great interviews and one bomber. I don't get nervous so not sure what happened there.

Anyway, many of the state interview questions are the type you describe so it is good to have something to remember to cover each item.

Like d_c, the state gives the interviewee the questions for about 20 minutes prior to the interview. Then the questions are asked by a panel of three.

Crossing my fingers the position I applied for yesterday is the perfect fit.

[Lyte]

You're very welcome!

Honestly... lol ... even as one who does the hiring... very often... there's no telling why people hire who they hire!

During my last job search (2014)... I had... I kid you not... an "interview" that lasted nearly three hours. And it was not for a position that was worthy of a long ass interview. The Ops Mgr. and I just hit it off... then she wanted to introduce me to one of the VPs... hit if off with him too... and it was one of those situation where one, I wanted the job, two I wanted the job cuz they worked 4/10s (three day weekends!) and I didn't have anything else to do that day... so I didn't have a good reason to say... "Look... people... I gotta go!" I even got called back by their HR Dept., I think it was three times in two months to see if I was still available and interested. And yet, after all that... I never heard back with a job offer! lol SMH Point being... you have the best interviews ever ... and still it's a crapshoot as to who gets hired!

I've done (as interviewee) quite a few panel interviews... those are always a joy! Ugh! lol

Why do you think one of the interviews was a bomb? I'm not meaning to pry or asking for specifics... more like ... what gives you the impression that it was a bomb?

Good luck with your job hunt!

Originally Posted by Andrea

Thank you for this. I work for the State of
California and have been hunting for the perfect position to transfer to. There have been some great interviews and one bomber. I don't get nervous so not sure what happened there.

Anyway, many of the state interview questions are the type you describe so it is good to have something to remember to cover each item.

Like d_c, the state gives the interviewee the questions for about 20 minutes prior to the interview. Then the questions are asked by a panel of three.

Crossing my fingers the position I applied for yesterday is the perfect fit.

[Lyte]

GENERATIONS DIFFERENCE and TRAINING / COACHING

Anyone else get training re: the differences in the various generations? You know, these guys...

Generation X
Generation Y, Echo Boomers or Millennials
Generation Z

I'm not sure if it's brilliant or ... something other than brilliant... that there are companies that will come to your company to educate management staff re: the differences and how to best train/coach each generation.

[Lyte]

A couple of weeks ago the contract with my electricity provider expired. My AC/HEAT equipment is like 17 years old so I decided to stay with StarTex (now StarTex/Constellation) because they have a new offer that includes "repair service." Meaning, should something happen with the AC/HEAT in the house they'll come out and do ... something! At that time, I didn't really know what or how much they'd do. Shrug! Well... wouldn't ya know... the heat actually crapped out a week after I signed up. Texas... middle o' winter... friggin' brrr!!!

So... what you should know is that with this new StarTex/Constellation contract (w/repair service) ... I got like $400 worth of repairs done for free!! The repair guy says that Constellation (w/repair service) is available in other states so you might wanna check them out!

[RockOn]

Here is a tidbit of info.

After you have the job and if you find somewhere along the way you have placed trust in a corrupt, dishonest supervisor, get away fast. They will not change and continuing on with this person will bring problems and more problems on you. It can affect your salary, your future, your retirement.

[homoe]

Originally Posted by RockOn

Here is a tidbit of info.

After you have the job and if you find somewhere along the way you have placed trust in a corrupt, dishonest supervisor, get away fast. They will not change and continuing on with this person will bring problems and more problems on you. It can affect your salary, your future, your retirement.

I bet a lot of former White House employees wished they'd seen this advice...........

[Lyte]

So very true! If a member of management is treating others poorly and you think, for whatever reason that you're safe, you're not.

Originally Posted by RockOn

Here is a tidbit of info.

After you have the job and if you find somewhere along the way you have placed trust in a corrupt, dishonest supervisor, get away fast. They will not change and continuing on with this person will bring problems and more problems on you. It can affect your salary, your future, your retirement.

[CherylNYC]

Thank you! This is a fascinating thread for me. I've never worked for a company as a permanent employee, so I've never even interviewed for a full time job. I've always been a freelancer, so the ways of corporations and other types of full time employers are something of a mystery to me. I occasionally find myself wondering what it would be like, and how would I even navigate the hiring process? I'm successful in my career, so this is a purely hypothetical excersize, but I'm certainly enjoying learning something about how it's done.

When I'm hired for a project too large for me to execute by myself I sometimes am in a position to directly hire helpers. At other times I may be working for a boss who is open to letting me request specific artists. The closest thing I ever get to a formal hiring process is looking over other artist's portfolios. I haven't ever thought of asking a set of questions structured like the above, (STAR), but I may start doing it now. What I look for while I'm checking out other artists' technical prowess is any hint that they, (particularly the men), will be resistant to following directions. I'm also trying to assess whether they'll be lazy or indifferent. It's all so intuitive compared to the above!

[cathexis]

Originally Posted by Lyte

GENERATIONS DIFFERENCE and TRAINING / COACHING

Anyone else get training re: the differences in the various generations? You know, these guys...

Generation X
Generation Y, Echo Boomers or Millennials
Generation Z

I'm not sure if it's brilliant or ... something other than brilliant... that there are companies that will come to your company to educate management staff re: the differences and how to best train/coach each generation.

How' about us Boomers 1956-1964 (little late, but near).

[Lyte]

I think they're listed there in the Y category.

They're missing those in betweeners.... the latch key kids. Se moi!

Originally Posted by cathexis

How' about us Boomers 1956-1964 (little late, but near).

[JDeere]

I kinda get the jist of this thread but here is a list of companies not to work for!

https://www.msn.com/en-us/money/care...ymQLz#image=19

[Lyte]

I'm gonna take shit for this but this is something that (some) millennials need to know. If you didn't catch the some… then … yes, I fully aware that not all millennials need this info and if you're one of those... you rock!!

What I'm going to share with you are the two most important expectations that your current or future employer will have of you...

1. That you follow the policies and procedures of your company... of your department … of your Supervisor... etc... etc.. Yes, I mean follow the rules!

2. That you exercise… demonstrate … show some initiative. Meaning …

a. the ability to assess and initiate things independently.

b. the power or opportunity to act or take charge before others do.

c. an act or strategy intended to resolve a difficulty or improve a situation; a fresh approach to something.

Don't demonstrate how well … or how often... or how much... you just want to chill.

No matter what career path you choose, if you master those two behaviors … I promise you... your career path will be so much smoother and you'll be way ahead of everyone else. I will even go so far as to say that your direct Supervisor will love you!!