By Lucas Franco de Siqueira, NDG Special Contributor
Natural confidence for job interviews comes from the preparation. The most beneficial preparation focuses not just on the personal presentation, but also on learning about the potential employer. Evaluating the company just as the company is evaluating the interviewee takes the focus off of solely performing in an interview.
As it was mentioned in part I, humility is not thinking less of your own potential. This fake humility can damage self-confidence and make interviewees accept a job out of fear or pressure. Understanding every interview as an opportunity to grow and learn more about what is best for your future is crucial in any job hunting process.
Interview the Interviewer part I focused on explaining why this is important, and on accepting an abundance mindset to value each interview differently. This piece will concentrate on how to help you interview the interviewer effectively.
Preparing questions
Even though many interviewers usually ask at the end of interviews, “so, do you have any questions for me?”, The majority of interviewees just focus on preparing answers for potential questions about them. Rarely people develop questions to understand more about the organization, the organization’s culture, and their benefits.
Preparing questions is critical to evaluate the potential employers. Interviewees will prepare questions that are connected to what they value the most for their careers. Some interviewees will have more questions about salaries, bonuses, and promotion policies while others will have questions about mentorship programs, relationships, and work hours.
The point is that is important for you to create your list of questions. You are the only one that knows what drives you. You are the only one that knows the kind of environment that can elevate your productivity.
Great questions to understand any organization
1 – In case that I get this job, what would it be expected from me in the first 30 to 60 days of work?
This question will force clarity about the motivation for hiring that particular position. Is the company hiring to contain a crisis? Is the company hiring to expand its business? Will I have time to adapt or are they seeking immediate impact? This question will clarify all of that.
2 – What are the most valuable characteristics of your most influential leaders?
The answer to this question will say a lot about the culture of the company. If the interviewer responds with results of top leaders, then, they probably cultivate a result-driven environment. However, if the interviewer answers with how the senior leaders motivate employees, it is because they probably cultivate a team atmosphere in the workplace.
The takeaway
As the interviewee prepares questions for the interview, he takes the pressure off his back. If you do this, you understand the interview not as an interaction in which you have to convince someone of your worthiness, but as an opportunity to learn if this door is right for you to enter.
Prepare your questions and examine the organization. Remember that a job interview is not a test, but it is an experience.
