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  #21  
Old 07-30-2016, 08:11 AM
ThereIsNoSpoon ThereIsNoSpoon is offline
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If you ask me what my greatest weakness is, I will not like you. Don't do that. pls.
Or go with the Spider-Man answer. "Small knives!"
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  #22  
Old 08-01-2016, 10:17 AM
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Originally Posted by David
What do you think your greatest strengths are as a manager?
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Originally Posted by Michael Scott
Why don't I tell you what my greatest weaknesses are? I work too hard. I care too much. And sometimes I can be too invested in my job.
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Originally Posted by David
Okay. And your strengths?
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Well, my weaknesses are actually... strengths.
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  #23  
Old 08-10-2016, 10:37 AM
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If you ask me what my greatest weakness is, I will not like you. Don't do that. pls.
For EL it is easy, "I'm EL"
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  #24  
Old 09-23-2016, 01:06 PM
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In my opinion, the most important part of an interview is the questions the candidate has for me, the interviewer.

That's probably overstated a bit, because obviously a candidate can screw up the interview so badly that I really don't care if they have the best questions in the world.

But here's where I'm coming from: our field is very competitive. We get all these great candidates, and it often comes down to minor preferences between the best candidates as to who gets the job, especially for internships and entry level.

The people who really set themselves apart (for me, anyway) are the ones who ask good questions. And they don't have to be "fancy" questions. Like, you can tell certain candidates who are trying too hard, and they're hoping to impress with a question like, "So, what did you think about your level of reserves at end of FY2015?"

No, the people who impress me are the ones who want to really know what a day in the life is like in my office. They are trying to figure out the "feel" of my company versus other places where they're applying. They want to know if their skills will be put to use in interesting ways. Those are the people who get my attention, because someone who really cares about those kinds of things generally is going to be:

* proactive in their day-to-day work
* focused on the "big picture" and not just the task in front of them
* engaged socially with others in the office (I don't care if they go to after-hour parties, but I do want them to generally click with people)
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  #25  
Old 09-23-2016, 02:49 PM
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Now every candidate (well every one who follows Westley) will be asking the interviewer about what a typical day in that office is like.

Please, candidates, don't ask a question because you think it's expected. Only ask a question if there is something you really want to know. You may want to know it for no other reason than deciding whether you want the job on offer. But if you don't care about the answer to your question, you're not fooling anybody.
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JMO is right
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I agree with JMO.
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And def agree w/ JMO.
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I'm disappointed I don't get to do both.
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It's SO much better to work for a good manager.
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slow down
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It is really easy to judge from an ill-informed, outside view.
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The ones who complain that they're too good for that kind of work really aren't that good.
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To which I say: duh and lol.
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  #26  
Old 09-23-2016, 02:56 PM
Dr T Non-Fan Dr T Non-Fan is online now
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"Tell me about a time when you didn't want to interview someone and how you resolved it."
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  #27  
Old 09-23-2016, 02:59 PM
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celebrating the 5 year anniversary of you asking me this question
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ASM does not have a discussion of stimulation, but considering how boring the manual is, maybe it would be a good idea.
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  #28  
Old 09-23-2016, 03:08 PM
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celebrating the 5 year anniversary of you asking me this question
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  #29  
Old 09-23-2016, 03:12 PM
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General question - sort of related - how do you approach candidates that appear to 'job hop'? Or have <1yr stint somewhere? Do you ask them about it, and how would you respond in the opposite position?
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  #30  
Old 09-23-2016, 04:44 PM
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Quote:
Originally Posted by Egghead View Post
In my opinion, the most important part of an interview is the questions the candidate has for me, the interviewer.
...
Quote:
Originally Posted by JMO View Post
...
Please, candidates, don't ask a question because you think it's expected.
...
Agree and disagree with both of these posts.

First, for myself, I do NOT care if you have questions or not. As JMO and Egghead both state, the worst is having questions and they are purely of the form "I'm supposed to ask questions, so here's a question that I think I'm supposed to ask"; I wish I could remember some of the bad questions I've been asked, but I've blacked them out; Egghead gave a good example. Horrible. Excluding that, I'm fine if you have questions and fine if you don't.

I'm using my questions to evaluate you, and you can ask questions to evaluate me (or my company). Agree with Egghead that your questions can tell me a lot about you, and that may matter, but I'd say that I can get the info I need by asking you questions; so, while I think Egghead is using a smart process in using candidates' questions to evaluate them, that's not the process I use. If you've had other interviews or have done other research and already have the answers you need, then I'm fine with that - "no, I've gotten all my questions answered, people have been really forthcoming and informative, it's great, I may send you a follow-up email if I think of anything later but right now I'm feeling good about the info I've gotten" - OK!

So, for myself, I'm fine if a candidate doesn't have questions, but usually advise candidates to ask questions, because it is expected by some (most?) interviewers, and can definitely be perceived as lack of interest if you don't have any.

Not to get all meta, but to try to put together Egghead's and JMO's posts, here's something to consider: if you don't have any questions, why don't you? Do you really have answers to everything you want to know? Really?
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I can't say that I've ever felt like I had all the information I want/need. I can say that I've felt like I didn't want to ask things because it might be uncomfortable or whatever (always a mistake, and I've gotten over this). I can say that I've had times I wanted to ask something and didn't know how to articulate it, or questioned how it would be received (these have gone away as I learned how the interview game works). But I can't say that I've ever felt like I didn't actually have any questions. So, if you have, maybe examine that. You're making plans to spend 40 hours/week for the next few years at this location, with these people, do you really have all the information you need to feel comfortable about that, and there's nothing else to ask? Seems far-fetched.

If somebody wants to step up and say "I've been there", would be interested in hearing from them. Might be a chance for us both to expand the conversation, if anybody wants to raise a hand?
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