Job Interview

No Problem

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A successful job hunter must demonstrate suitable qualifications for a position when they are interviewing, including qualities beyond their skillsets that distinguish them from other qualified candidates. This is where your Three Key Strengths apply. These strengths distinguish you by demonstrating the qualities and characteristics you have utilized in exercising the responsibilities of your previous positions, and the accomplishments you have achieved.

A recent experience
After waiting a tedious hour in a doctor’s waiting room, I was finally asked to move to one of the treatment rooms. I thanked the receptionist, who promptly replied: “No problem.” This caught me by surprise. I’ve observed this term is used increasingly in the retail and service worlds, and it struck me at that moment that it was an inappropriate response.

Put off for an hour before a receptionist directed me to a room, I continued to wait. After another 30 minutes, I asked if the doctor would be available soon. She responded by telling me it would not be too long. I thanked her, to which she replied: “No problem.” Again. She said she would notify me when he became available.

I wondered why this well intentioned comment annoyed me and I paused to give it some additional thought. I decided it would be nice to hear: “I apologize for the delay; the doctor will be with you in just a few minutes….” Or “Sorry to keep you waiting.” But somehow, I had inconvenienced her by asking about the delay, and she was evidently telling me it was not a problem for her to report a longer delay.

Have you noticed that the most widely used statement made by retail sales, service representatives, attending nurses and receptionists today seems to have originated from a manual? It is thrown around constantly and leaves me with a feeling that I somehow inconvenienced the person providing a product or service, and they are doing me a big favor by having to respond.

Vermont Travel
I ask you to put this aside for one minute to tell you about a recent experience I had traveling with a friend to Vermont. We chose to travel north to take in the small town and farm country environment which is in sharp contrast to the New Jersey suburban atmosphere where we live. The surprises were many and pleasant. But the one that made the greatest impression is that I didn’t once hear the expression “no problem” during our trip.

Once it occurred to me this experience with Vermont retail and service people was different from my local experience, I began to look for it. And this activity became the most surprising part of my experience. Instead of the detached cliché, “No Problem” associated with any request from me, I heard things like: “I’m sorry to keep you waiting.” Or “It will be my pleasure to do that for you.” “Right away!” “I’ll be two minutes.” “Sorry for the inconvenience.” And my favorite: “Of course.”

I noticed the effect it had on me was very palpable and positive. Those responses were genuine, and they were not out of a “handbook.” The only “problem” I could foresee using alternative and appropriate responses is their use might create a new level of service expectation.

There are appropriate times when “no problem” may be applicable. I limit these occasions to situations when I’m asking for a task, favor, or product which is out of the ordinary, above and beyond the range of normal service expectations. It is then that an exclamation of “No problem” is appropriate and welcomed.

The Air Freight Forwarding Company
One example of the proper use of the expression involves a young Air Freight Forwarding company executive which was asked he could deliver 17 generators to Germany as quickly as possible. The company exec responded to the request saying they could receive, crate, and process the generators withing 48 hours for air shipment to Germany. The commitment was made before the air shipper learned each generator weighed 2,000 pounds and would be delivered on a flatbed truck, one at a time and uncrated.

The owner of the air freight forwarding company again said: “No problem,” after learning of the difficult logistics in handling the freight. The small office in downtown New York City had no loading dock to handle the request for crating and shipping the large generators.

Telling the customer their request would not be a problem was a huge commitment and a stretch for the small company. They met their deadline, but not without sacrifice and great effort. On a positive note, the customer was so impressed they remain today one of the shipping company’s top 10 customers.

“No Problem” became the signature phrase for the air freight company. They would do the impossible for a client. But it was not to be used for routine requests. That response was: “Consider it done.”

How eliminating the use of “No Problem” during a Job Interview makes a positive impression

After my Vermont trip and introduction to appropriate and improved responses to service requests, I began to consider how this plays out for the job hunter and the many new interactions encountered during their job hunting program.

In my conversations with hiring managers and other outplacement coaches, I’ve concluded that the expression “No problem” is overused to the point of being cliché. It is viewed as rote, and lacking sincerity.

I recommend removing it from your vocabulary during a job interview and replying to requests with a direct and sincere answer. It will be noted and appreciated.

“May a have a copy of your project report?” “An extra copy of your resume?” “Of course. I have extra copies with me.”

“Do you have time to meet with the incumbent?” “I was hoping I would have the opportunity.”

“Do you mind if I take a quick call; I have to speak with this individual?” “Of course. Would you like me to leave the room for your privacy?

“Would you like a tour of the facility?” “That would be very helpful to me.”

These are much more sincere and appropriate responses than the stock “No Problem.”

See additional blogs for further discussion of do’s and don’ts when participating in a job interview.

Ben

When to Say “No” to a Job Interview

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I recently read a shocking article regarding types of job interviews that should be avoided. The author suggested saying no to several types of interviews. I was very eager to hear why the author would suggest saying no to a job interview type, and what could be so onerous that a job candidate would turn it down without further consideration. I was left to wonder if the author had any kind of interviewing experience.

According to the article, interviews that should be rejected are: panel interviews, problem solving, shock or trick questions, and take-home assignments.

While the job hunter has a responsibility to ask questions before an interview, the reality is that you don’t ask the caller detailed questions about what to expect in an upcoming interview. Generally, the invitation will only involve who, when, and where you will meet and perhaps a general format regarding who you will meet.

It is common to receive an invitation where there will be several individuals to meet, perhaps a peer or panel interview, or completion of a computer application or questionnaire. You will not normally hear in advance about a problem-solving interview, any trick questions, or a take-home assignment.

I don’t agree with the rejection of the interview based on style. I can’t imagine why a candidate would say no because of the types of interviews suggested in the article, particularly a panel or peer interview. And if you are asked to solve a problem, I doubt you would be told this in advance. As far as trick questions are concerned, I can’t imagine any hiring manager letting you know in advance about any trick question.

Among the interview questions I have provided elsewhere there may be a question that may be considered trick questions, or one designed to uncover personal information. For example: where do you like to vacation? Answering this question can lead to you revealing more about your family, marital status, hobbies, and activities. However, these are generally asked and answered in a job application.

I have personally experienced similar interviews and have coached many clients heading for the type of interviews described in the article. We have discussed and evaluated them regarding their efficacy, but they can and do occur, and without further information I recommend attending such an interview. My suggestion is that you have advanced information about the meeting and will have an opportunity to evaluate your response beforehand.

Instead of saying no, I suggest the same rigorous preparation for all interviews, including anticipating changes in the format. This means being prepared for every job interview, including the unexpected.

Prepare your verbal resume, conduct thorough research on the company, industry, and hiring manager, add expressions of your three key strengths, and practice sample interview questions.

Panel Interviews
Panel interviews can be informative, efficient, and helpful to both the interviewer and the interviewee; everyone in the room hears a question and answer just once, creating synergy around the question and answer. The job candidate is spared having to answer the same question multiple times. You also get to see how the various individuals on the panel interact and perhaps get an insight into their collective management style.

Shock or trick questions should be called out and answered directly. It is difficult to know and respond to any trick questions without more detail from the author of the article regarding what he thinks a trick question is. The real question is how to turn down an interview involving trick questions if they are unknown to begin with.

Problem solving questions are more popular with certain types of technical, regulatory, or public policy issues, but the hiring manager may be testing creativity, flexibility, risk taking, and real problem solving competencies. The question is why you would turn down an opportunity to land a job, because you are concerned about a problem solving question. A prospective employer is entitled to test your knowledge and competence for a position that requires problem solving.

Take home assignments are not generally shared beforehand. Many take home questions can provide the hiring manager with a clearer understanding of a candidate’s knowledge, depth, and ability to communicate thoughts and ideas. It is a legitimate test and is often requested as part of an interview.

Some skeptical hiring managers oppose the idea because the assignment can be corrupted by the candidate plagiarizing research and conclusions. Or the assignment may be written by a third party.

At one time I received a take home assignment as the final piece of the process. I was told I was a top contender, but they needed to see a sample of my writing. I could pick any subject and should include a conclusion or insight on a professional or personal topic, with a minimum of 1,000 words, or more if I wanted. I was offered the job. (I wrote about and critiqued the company’s interview process.)

The fact is the hiring managers were interested in my personal writing style and not the subject matter.

The conclusion is simple; if you believe certain types of interviews may disqualify you or limit you as a candidate, don’t attend. If it’s beyond your range of expertise and knowledge, it may be beyond your capability. On the other hand, I have seen candidates apply to jobs for which they are underqualified and receive a job offer because of the grit and skills they demonstrated in applying. They may be curious to know why you believe you are qualified providing an opportunity to prove your interest and willingness to learn new skills and apply your adaptability.

If you’re like most candidates, you won’t know the full extent of the job interview process beforehand and you will have the opportunity to turn down the position for any reason, including your dislike of the interview style, at any time.

Remember: during the job interview, you also interview the company and the hiring manager regarding the operation, job responsibilities and expectations. They invited you based on the strength of your skills and experience. The decision is a two way street.

My advice: Accept the interview invitation. There is everything to gain and nothing to lose. The interview will likely prove to be good practice, regardless of the outcome.

See additional blogs for further discussion of when to say “no” to a job interview.

Ben

How Media Changes and Political Polarization Influence Your Networking Preparation and Job Interviews

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Personal Isolation and reduced social contact caused by the COVID-19 pandemic and its aftermath have deepened the social and political polarization of Americans.

At first unnoticed except by social scientists, when we lost the regular physical and social contact that we had prior to the pandemic, we lost the exposure, introduction, scrutiny, and digestion of a wide range of social and political views and opinions. We were exposed to a variety of opinions, whether we agreed with them or not, and whether our contact was live, digital, in person, or remote.

Until recently, we shared news sources with some additions and exceptions. Our source of information was similar, and it was the basis for disagreement.

During the COVID19 pandemic, we became isolated from family, friends, and associates, where conversations of agreement, differences, and alternatives occur. These opportunities were missing, and we experienced a flood of new and different sources of information and the birth of “alternative facts,” also known as lies, in news reporting.

We currently have headlines and click bait, but not true dialogue. Zoom meetings are not team meetings. We have become physically compartmentalized, with limited interaction. Even when we do engage in dialogue, we are missing the discussion and arguments needed to clarify, collaborate, and negotiate.

During the COVID-19 pandemic, we stayed close to home with family and friends and carefully chose a few social pods to interact with, limiting our range of interactions for reasons of personal safety. However, this also has limited our perspective and depth on many subjects. We have become disconnected with what is going on outside our comfortable nests.

A big influence on our isolation is our exposure to news events, specifically the disbursement of news itself. Not long ago, we tuned in to regular, summarized news cycles which were broadcast over a handful of media outlets, each committed to the journalistic process, designed to ensure accuracy, objectivity, and reliability.

The journalistic process has changed dramatically, leaving us to make choices based on presentation, sensationalism, and political preference, rather than the objectivity and accuracy of its content. This has led to the polarization of the news media and has become a tourniquet to the free flow of unbiased news reporting.

Historically, the news departments of radio and television companies were cost centers, insulated from lobbying, advertising profits, and possible conflicts of interest. Objective reporting of the news was considered a matter of public trust and responsibility. Moving news programming from its own department into the entertainment arm of a broadcast or cable network is how news programming morphed into just another corporate profit center.

As consumers, we now turn to the news reporting we believe supports our views and opinions. It’s more easily digested, and it’s non-confrontational. But slanted news reporting of any kind is polarizing and divisive. Objective news reporting is rare today because sensational and subjective content draws more attention. That attention then leads to higher ratings, which are then used to charge more for advertising time, and higher ad rates bring in higher corporate profits.

Prior to personal isolation, we had access to individuals who might agree or disagree with our thoughts on the issues of the day: friends, neighbors, associates, even strangers. Whether it was our legal system, global warming, infrastructure upgrades, equality issues, immigration, or international trade, we informally heard different sides of a story, then developed an opinion based on our sources, our personal interactions, our ethics, and our experience.

The personal isolation we experienced because of the pandemic has narrowed our already capsulated world view. So how does this affect your job hunt?

A Changed Job Interview
During our gradual return to face-to-face contact, we are once again hearing varying opinions on a wide range of issues. The problem is that viewpoints have become more rigid, with little flexibility for competing opinions. This harder line on political and social views is part of the new reality when you interact with strangers during your job-hunting process.

This rigidity may occur in a conversation with a hiring manager, recruiter, or human resources representative. There are new people to meet, with many differing opinions. My advice here is to use caution about jumping into a personal, social, or political conversation because of the potential hidden traps and agendas already involved in a job interview.

For example, asking about your hobbies sounds innocent enough. But what can your answer reveal to a hiring manager if you tell them how you spend your free time? How you answer can reveal, among other things, your marital and family status, your religious affiliation, sexual orientation, social life, thrill-seeking behaviors, or political standpoint. These are factors which have nothing to do with your ability to do a job, but everything to do with how you fit into a potential employer’s company culture.

Particularly in a time of polarization of ideas and ideologies, you, as a candidate, want to project openness to change, collaboration and consensus building. You want the hiring decision to be based on your qualifications, not on your personal activities and preferences.

It’s not possible to anticipate the motive or agenda behind a question. However, judiciously applying a filter to the answers you provide to non-job-related job questions is advisable.

I review typical interview questions in my upcoming book, Job Hunting – Launching to Landing. Many questions are designed to be elimination questions but are not relevant to any job requirements. I red-flag many of the traps behind interview questions including those designed to reveal personal information, preferences, or opinion. By reviewing my sample questions, job candidates have found them to be essential to their interview preparation and success.

See additional blogs for further discussion of networking and interview questions.

Ben

Break Down Your Isolation – Engage in a Broad Communication Strategy

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In launching a successful job hunt, you schedule meetings to introduce yourself to a new cast of individuals who are mostly people you have never met. Many of these contacts have been referred to you by a work associate, friend, social acquaintance, or family member, and will open new doors. These meetings form the heart of your job search, opening new opportunities, sorting possibilities, and narrowing your search to the job best suited to your experience and needs.

Our interpersonal skills need to be dusted off and polished. Many companies have dropped their exclusive virtual job interview approach and are returning to face-to-face meetings or using a combination of both types of meetings.

Post COVID 19 Pandemic
Now that we officially post- pandemic, and can proceed without isolation and masking, in most cases. (Some people may continue to wear masks due to individual vulnerability or preference.)

Despite dropping mandated mask wearing and isolation, I occasionally wear a mask. For example, when I visit a doctor’s office (some still require a mask), when I visit my pharmacy since most people there are unwell, and when I’m in unfamiliar and crowded situations.

During your job search you may be asked to adjust to changing conditions when conducting networking meetings, referral meetings, or during job interviews, whether virtually, by phone, face-to-face, or all three.

Discontinue Isolation
The time has come to shake off isolation and its negative effects. We have missed opportunities to mix, disagree, compliment, excite, tease, laugh, challenge, inform, learn, and surprise each other.

Use what you have learned to protect yourself and your loved ones during the pandemic but make a personal effort to break your isolation. Go about your job search with full determination and confidence. Break the log jam of isolation and take in the benefits of socializing and meeting new people.

As you conduct your job hunt and add new contacts to your personal and professional sphere, you have an opportunity to hone your interpersonal skills, which ensures you are at the top of your game when you meet for a job interview or networking meeting.

Expanding and exercising your networking skills provides the practice you need, and more importantly, provides specific referral channels for meeting individuals who will help you find your next job.

Our interpersonal skills may have grown rusty because of personal isolation, and recommitting to practicing them by networking will yield important new contacts and referrals, and ensure we participate in every job interview with full confidence.

See additional blogs for further discussion of networking and creating new contacts and referrals.

Ben

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