by Richard Avdoian
The employment interviewing process can be a time-consuming, stressful and overwhelming experience for both the person being interviewed and the interviewer.
It is even more of a challenge today for the interviewer than the candidate. Today’s candidates come to interviews not necessarily seeking long-term employment but with the mind-set of being on loan to the companies that offer the opportunities they seek and require.
This has been the result of two major shifts: One is that baby boomers; individuals from generation X, also known as the MTV generation; millennials, also called generation Y; and now individuals from generation Z, sometimes called the iGeneration, have witnessed, have family members affected by or have learned of employees losing pensions and being part of massive layoffs. There has also been a shift from a work-life balance to a life-work balance approach to living healthier lives.
Job seekers from all generations today seek more from their employers. In years past, the majority of the questions asked during an interview were provided by the interviewer. That is no longer the case. Today it is either an equal exchange of questions or more questions from the candidate being interviewed.
Candidates today, with the help of the internet, can easily research a company’s reputation; stability; financials; and employee, vendor and customer evaluations and come prepared with their own questions. They are not reluctant to ask poignant questions and take the lead during the interview.
Interviewers need to be prepared to address candid and at times in-depth questions. Here is a sample of questions companies need to be prepared to address:
• What are the most important characteristics and qualities someone in this position should have?
• How would you characterize the management philosophy of this company and your department specifically?
• What is your management style?
• What changes has this company made over the years, and where does it expect to go in the future?
• What opportunities are available for professional development, and what does the company budget for conferences/conventions?
• Are these opportunities available for all employees regardless of status within the company?
• What do you expect from your staff?
• What should be the top priority for the person in this position?
• Performance reviews: How often is the staff evaluated? How are top performers compensated?
• Is the company open to flexible work hours and a combination of working from the office and model sites?
• How would you describe the work/environment culture of the company?
• What investment does the company make in office perks?
• Are the company and employees involved in community and charitable events?
• What investment does the company make in employee health and wellness?
• What technology tools and equipment does the company use, and do employees have the ability to select their preference (iPhone/Android, iPad/laptop, etc.)?
Investing the time to learn more about the dynamics and expectations of each generation, preparing the company’s customary questions, and addressing the above questions will minimize stress, allow you to use the interview time wisely and accelerate the benefit of the interview experience for both the person being interviewed and the interviewer.
Richard Avdoian is founder & CEO of Midwest Business Institute, Inc., a business consulting and training firm. For information about training and seminars, contact Richard at 618-972-8588 or Richard@RichardAvdoian.com.
Submitted 8 years 82 days ago