Tuesday, 29 July 2014

How to spot a horrible boss

A couple months ago I wrote about exactly what I look for when interviewing a job prospect . Now it will be worth considering everything you , the applicant , should be searching for . 

Regardless of what stage of life or career you are at , as an interviewee , it really is your job to be an investigator . Digging beneath the surface can often be required to uncover the true culture of a business and the character of the person sitting across from you . Clues abound , but they will be of no worth to you if you are not looking for them . 

Every moment of my functioning life I sum up clues about people’s personage , authenticity , motivation and whether they’re going to be easy to collaborate with . This mindset is very advantageous in interviews . Here are my tricks to help you make an informed decision about the potential new responsibility and boss : 

1 . Always keep an ear to the ground 
From the time that the interview begins , study whether your interviewer( s ) is definitely listening to what you have to say . More to the point , determine whether they are exhibiting a genuine curiosity and interest in you . If they don’t in the interview , it is likely they won’t in the job . Is that the kind of person you want to work for ? 

2 . Honest eyes 
Certainly one of my tried and tested techniques is to decide whether a person’s eyes are in alignment with the things they are telling me . The eyes often tell a contrary information to the voice . When in doubt , I trust the eyes . So , are the interviewers eyes and the things they are telling you consistent ?

3 . In case it is “I” before “we” , reconsider becoming an employee 
As a prospective employee you want to feel part of a group with a common purpose . You will need evidence during the interview that this kind of a team might exist . One of the ways to form a reasonable view is to listen very carefully to the language being used by the interviewers . A natural team leader will conveniently use the word “we” when discussing the workplace . The interview should never be about the interviewer’s personalized achievements or goals . Sure , they might slip these in sometimes , but proceed cautiously if it is always “I” before “we” . 

4 . The Dominator 
In almost every interview there is a prominent interviewer – this is often the most senior person in the room . This situation provides you with a very good opportunity to note firsthand the ease and comfort of the other staff in the presence of their boss . Will they nod nervously in agreement ? Are they shy to employ more broadly in the conversation ? Are they seeking authorization after they speak ? Look for the signs in the world you might be signing up to . 

5 . Include the culture question 
Ask the dominant interviewer to express what they view as the culture of their operation . More often than not you can expect one of 3 responses . 

One , a generalization of the behaviours anticipated within the business . Two , a dispassionate articulation of structure and also protocol . Finally , and the one most of us want to hear , is a passionate explanation of the positive and sustainable tradition that has been built over time . Whatever the response , if it is authentic , you should note a positive change in your body language of the responder and his or her colleagues . 

Creating complete certainty about a new job is unachievable to achieve , but through a well thought out investigation , focusing on the clues , you will able to obtain a degree of self-confidence that the job is right for you . I wish you all the best .

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