What about working with people who are less receptive or difficult by nature but otherwise competent at what they do?
It’s easier relating to people whom you like; it’s more of a challenge for you to find common ground with people who may be indifferent, or even hostile. Fortunately, it isn’t usually hard to recognize these people in a company; their attitudes and behaviour identifies them immediately!
Ask them their opinion about a process or procedure. Giving them the respect that they feel that they deserve is one way of disarming prickly people. Acknowledge their experience and skills when seeking assistance from them; most people want to be recognized for what they know and what they’ve contributed.
Ask people with more seniority in the company and who are friendly and approachable in nature their advice on how best to approach the person. Ask your new boss how you can work successfully with this person so that the company benefits.
Getting an entry-level job is an accomplishment; growing in the job you get requires different skills.
Within the corporate world it is vital to interact positively with people, be a team player, have a teachable attitude and concentrate on building working relationships both inside and outside of your employer. Technical competence is important but gaining the cooperation of other people leads to mutually rewarding achievements.
People with strong team attitudes who are always doing more than is required of them get noticed by management. They build alliances through their willingness to pitch in and help their colleagues and superiors accomplish goals. Always eager to learn, they stretch themselves, take extra courses, volunteer for important projects and earn the respect of their peers and managers.
Mentoring and teaching others your accumulated technical expertise and business values increases your worth and positions you for future promotion.
Your ability to develop your subordinates so that they reach their maximum potential is one of the keys to career progress.
There are people in every company that others gravitate to because they give freely of their time, assisting their colleagues and less experienced people in solving problems, finding resources, or approaching situations from a new perspective based on practical experience and wise choices.
Superiors recognize these abilities and know that these key people whom others rally around and go to for advice and guidance represent future leaders who can be groomed for higher responsibilities.
Leading others forward often involves being of service to them.
What motivates you to join the new employer may not reflect what their motivation is to hire you.
Many times, I hear from people who are disappointed with their career progress; what they hoped for in joining a new employer did not come to pass. You may choose to accept an offer of employment because the future seems brighter there and with more chances for advancement. They, on the other hand may be hiring someone to remain static in the position to provide longer-term stability to a department. Clarify your career prospects to make an informed decision.
Ask questions to establish what the future holds:
- “Where can I progress to within the company in the future?”
- “What is the next step in my career path from this position down the road?”
- “What advancement opportunities are there in the future?”
Other considerations when choosing a new employer:
- Do you identify with what they stand for?
- What do competitors say about them?
- What degree of respect have they earned in their particular industry sector?
- What do former employees have to say about them?
- How much turnover do they have in the position you are being considered for?
- Who among your business colleagues have dealt with them as a customer or supplier?
- How were they treated?
- How closely do you identify with their corporate mission statement and business philosophy?
You owe it to yourself to make sure that your career expectations are in line with the goals of the company insofar as you can. The interviewing process is like a courtship and the good feelings generated need to be balanced with an objective assessment of the company’s culture, reputation and objectives.
Why is one person chosen over another when both may have almost equal qualifications and experience?
Very often, a hiring decision is influenced by how the interviewer/s feel about the person that they select. After all of the testing, panel interviewing, assessment and evaluation, it can simply boil down to the decision-maker’s gut feeling. What influences that gut feeling invariably goes back to the attitudes and values that were expressed in the first and subsequent meetings – first impressions count.
Employers not only want to believe that you can do the job and have the knowledge and experience to handle the challenges that may arise; they want to believe that you will fit the team. They also want to see reflected in you those attitudes and values that they feel comfortable with. An employer wants to reduce the chance of friction between team members, and will look for people who harmonize with the work group’s ethics and team spirit. In addition, there may be a broader corporate personality or image by which a firm is perceived in the marketplace, and the hiring manager may look for attitudes and values that mirror that image in the marketplace.
How do you determine whether your own attitudes and values are in harmony with those of the potential employer? Ask what attitudes and values the interviewer feels are necessary to do the job and fit the team. If they have different expectations than what you have to offer in attitudes and values, it is best to know this at the beginning. You won’t help yourself in the long-term by pretending to be what they want, just to get the job.
5 ways to determine the right fit:
- What are the personal qualities that the employer deems are necessary for someone to succeed in this job?
- What is the management style of the executive hiring you?
- How do they respond to a question about why people like to work at this company?
- How do they describe the team dynamic?
- What does their mission statement or corporate philosophy highlight as their approach to business?
At the end of the day, it is people working in cooperation with each other that determines the team’s cohesiveness and strengths. Take your time to explore this vital area. The synergy created when different people who respect each other join forces to work together produces impressive result
- How do you see my experience and what you are looking for in the person you’re hiring?
- What do you think is the most important requirement for this job?
- What are you looking for in the person you hire?
- What qualities does the company look for in the people they hire?
- How would you describe the company’s work culture?
- What is going to be the most challenging aspect of the job on a daily basis?
- How will a typical day unfold in this position?
- What types of problems will I be involved in solving?
- Who will I work with inside and outside of the company?
- Why do people like working here?
Ending with an open-ended question allows you to gather information about their expectations, needs and business priorities.
This is another tricky question which probes for what is motivating you to interview for the job, and tells the interviewer if you have at all researched the company and understand who they are and what they do.
A few minutes spent reviewing their website, press releases, mission statement, community involvement and present progress helps you determine why you want to work for them, and gives you a rich resource of information on which to base your questions.
If it is because of their market position, the way they serve their customers, or the esteem in which they are held in the community, tell them that you identify with their style and methods of doing business. Point out the new projects they have, the causes they support that you identify with, the interest you have in joining forces and how your career path is inline with their corporate growth goals.
Invest time in learning about them and then ask questions to develop a deeper understanding about the company. This step puts you in a different light to applicants who do not see the advantages of exploring the company’s strengths and progress with the interviewer. It is an excellent way to create buyer interest in the employer because many people do not ask these types of questions.