Hi. This is Emily from Taiwan,
finance and accounting work background, the author of Whatsyouridea1996 blog.
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1. This is true: Fear comes from the unknown, so…
2. Even interviewers cannot
predict the result, not to mention others.
3. Prepare the answers (e.g.): Applying for people managers’ role but no
related work experience. It is because lack of opportunities rather than lack
of work capability. Is it highlighted in the resume?!
4. Prepare the answers: Why not switching your work role internally? Explain
the purpose and motives of changing jobs?
5. Thoughts:
Applying for jobs or not, being hired or not are two different things.
6. Thoughts: Even considering yourself a less qualified candidate, you also
need to choose a company to work for carefully.
7. I want to apply for a CEO role, what are the requirements?!….Below are
Emily’s opinons only; what’s your idea?!
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1.
This is true: Fear comes from the unknown, so…
Right?!
As job seekers,
people would have fear, feeling nervous, it is because we don’t know whether we
will be asked something we don’t know the answers, or, we are worrying we won’t
give good answers, the interviewers won’t be satisfied with it. What else?! What
to do for that?!
I would like to
share some situation first: Emily/me, as a job seeker, there were times the
interviewers didn’t know how to answer the fundamental
questions I asked in the interview! I developed those questions based on the
information I gathered in the hiring companies’ official website or news
published in internet, such as: the companies’ computer system implementation
work progress, new product plan or work organization change situation etc., I
hope could know anything related to finance and accounting department and their
work progress and more than that, the hiring managers’ expectation on this work
candidate toward potential issues or personnel problems they need to deal with
in the future and other potential situation…etc., however, the interviewers
didn’t know there were these things going on in the companies! 😆
Things contain [opportunity]
and [risks] at the same time. Finally, I got two kinds of interview results:
-Being recognized,
able to attend further hiring work process, being hired finally.
-The headhunter
firms told me, hiring companies’ comments about me was: Over qualified.
Above story is for your reference
for dealing with your own work interview.
Back to the topic: In order to
reduce fears causing from work interview, I would suggest work interviewers to
prepare reaction when being asked something you don’t know how to answer in an interview -
(1) Work professional or experience
related questions: I suggest you directly admit you
are not familiar with it, however, also remember to describe how you will seek
for resources to deal well with something you are not good at it in the
beginning. As for the interviewers accepting your explanation or not, it is not
something you can control, just do your best to show how you will deal with
things!
By the way: Interviews are
also a way of gaining experience. If there is space and opportunities for
interviewees asking questions, you may want to ask your future hiring managers
or recruiting superiors about similar questions, when they were in your
age/experience, how they dealt with things they were not familiar with?
e.g. : In ancient times, when little Emily was
seeking for jobs, there were some CFOs of listed firms in Taiwan as the
interviewers, things went two ways, their comments for Emily were -
External professionals source：Oh! Emily, you are not familiar with accounting rule, that’s O.K, we usually consult to our accountant firm about this; even myself, I’m the CPA license holder, I don’t know all the answers! 😆
You are great at
other work area. (Emily was hired.)
Internal CPA：Oh! Emily, you are
not familiar with accounting rule, you may not be able to pass this interview,
because, we are hiring someone who is able to teach how to prepare accounting
vouchers correctly!
Advised answers：
- I didn’t prepare
this kind of question, if it happens in the future, I will…(and explain some
real past work practices).
- These are my work
weakness, I usually deal with it in a way of OOO…(and explain some real past
work practices); if I will get another opportunity to answer this question next
time, I’ll have a good answer.
(2) Cultures issue: Not necessarily
using psychological test, sometimes, the employers would like to know the
candidates personality and attitude to know whether they are rights persons to
work with in their work environment and culture; I suggest you to practice some
general accepted answers or attitude:
- Self-disciplined,
mutual respect and vocational work ethic first attitude in dealing with things.
- Your work, your
departments’ work are the first priority.
- Clarify work
objectives before investing time in doing it (in order to do the right things).
- Ask before
answering: ”I don’t quite understand what this question means, what you would
like to know, and, usually, what’s the expectation and core value in these
things in this company?! I’ll work on it if our value is close, however, I’ll
talk to managers first if we think differently (e. g: Every month, there will
be a paid holiday for charity work activity, the labors side and the employer
side may not think the same about the necessity of employees attendance.)”.
2.
Even interviewers cannot
predict the result, not to mention others.
Positive or negative, it is suggested not to bring prior
interview experience to next time opportunity. Candidates need to gather all
related information, advice, lesson learned and practices and calm down before attending another work
interview again and be prepared about: Is there something you failed but has brought you some positive
change (What was that? What was your adjustment accordingly? Why the
adjustmenet is for your own good?! How it would help this interviewer company?!
).
3.
Prepare the answers (e.g.): Applying for people managers’ role but no
related work experience. It is because lack of opportunities rather than lack
of work capability. Is it highlighted in the resume?!
Some job seekers
would like to have people managers’ work role and position, however, they have
no related work leader experience and will ask themselves first “what should l
do to apply for this kind of jobs”?!
Below is my idea:
(1) Lack of work
leaders work experience is because lack of related work opportunity rather than
lack of work capability that is why these kinds of people are seeking for jobs
of people managers’ role.
(2) I also suggest you
to explain why you would like to be a people manager. E.g. To be a people
manager is your career goal but you have no related work opportunity, or, you
can optimize your functional work result by leading a team to do it (and
explain an example, a logic or a practice. A real practice is more persuasive),
it may be a required work experience for you to reach some kind of career goal…etc.
However, if you think being a team leader will
bring you bigger work glory, however, some people may think differently, some consider work
independently as a “Special Assistant to Chairman” may bring better career
opportunity because it may be a successor role of the CEO or related
subsidiaries’ President’s work position. It differs from the needs of the work environment. (My
classmate’s career goal is to be a boss’ wife, responsible for spending money. I
feel she is the smartest person around me! 😆)
(3) Your amasing work value is you are able to lead others to achieve success when you don’t have the work power to influence their work performance assessing result (e.g. share your Project Management related successful experience).Where there is opportunity to interact with others, it involves in leading others to do and achieve something, it is a kind of being a leader role experience, containing work integration, sharing knowledge and the capability to complete something…I suggest you to highlight these leader capability in the first page of your resume to attract interview opportunity.
(4) Recommended article : Who is thesuccessor?Interviewers, please consider asking these questions
4.
Prepare the answers: Why not switching your work role internally? Explain
the purpose and motives of changing jobs?
Below idea comes
from above topic in 3..
Unless, your
current work environment is not able to offer you space or opportunity you
would like to have, I would also suggest you to seek for internal opportunity
to expand and achieve your career goal because it is a place you are familiar
with most of the things, resources and people; relatively, please be advised to
prepare answers for being asked “why don’t you consider to switch work role
within your current work environment”, “the motives and the purpose of seeking
for opportunities outside of your work firm”.
5.
Thoughts:
Applying for jobs or not, being hired or not are two different things.
E.g.: There are
some Sales Managers jobseekers
found a specific General
Manager/President work vacancy and would like to apply for it, they don’t
feel it is a difficult job, however, they worry their current work title is too
low and would cause their application being ignored and they postpone their own
work application execution.
This kind of
persons, it is like a group of people who would like to attend a game, however,
they feel defeated before the game starts! Do you think they are qualified for
the President role?! How this kind of people can lead a team to achieve success?!
I suggest, if you
are interested in some work opportunities, just apply for it and regardless the
headhunting firms or hiring companies would like to inform you for an interview
or not, please allow them to decide, not you!
What we are
considering may not be the same as the hiring companies’, my experience can be
an example: I’m finance and accounting work background, however, I’ve been
invited for an General Manager work opportunity interview. I tried to
know their requirement of creating sales achievement work experience, this
company told me: ”We are also seeking for Sales
Director ; regarding this General Manager, we hope could have someone
possessing managing multiple department experience, ideally with finance and
accounting background, and your work experience containing the Chairman office
related….”.
(Finally…due to overall tax structure issues, this
Group cancelled their plan of building up a subsidiary in Taiwan…#$#^$& )
6.
Thoughts: Even considering yourself a less qualified candidate, you also
need to choose a company to work for carefully.
A: My educational
background is only vocational high school, how can I work for a big Group?!”
So?!
Does A need to
avoid any work opportunity from a Group firm?!
Or, A needs to
list this in resume:”Please tax evasion company hires me! Because I’m a less
qualified work candidate!” 😆Of course not.
I would like to
describe in another way about the so called “not so good” work background, it is not in heated discussion, and it differs from the previous
term!
Please review
again above 1 and 5, if you find a company is a good firm and suitable to you,
just apply for it?!
7.I want to
apply for a CEO role, what are the requirements?!….Below are Emily’s opinons
only; what’s your idea?!
There were people
asking me this question, and, as a work
professional and hope could seek for a CEO role rather than being a business founder, if we don’t consider
the related regulation in law of any countries, there is also no standard
answer to this question because all the Board of Directors or Chairman thinks
differently when they are hiring a CEO.
(1) The fundamental requirements
cannot be standardized: Such as the required education background, work
profession (department), gender and age etc., it differs from their business
industries, background, internal unsolved issues, all the requirements are
different by companies’ needs; for example, people may think it is rare to find
a female CEO who is promoted from a CFO role in a company, a HQ hired a foreigner
as their CEO, or , a female President was promoted from a IT head role,
however, in a Group I worked for, these happened often and won’t be taken as
special things, and these CEOs also contribute good work performance and bring
good stock price result in stock market. In my understanding, it is impossible
to have a standard definition as the fundamental
requirements, even it is education background, and do you think it
should be defined as University graduated at least, right? This reminds me of a
TV program “The Apprentice”, the recruiting team accepted a person who has high
school education background to join the competition, obviously, and education requirement
is diversified.
(2) The required thing
is mentally mature：In my point of
view, the so called “integrity”, “gratitude”, “legal compliance” and “taking
responsibilities” are the required general life attitude for everyone, not for
a CEO level person. However, mentally mature is not the same; in general, a
company would allow a junior person’s not mature work behavior, for example:
because they are lack of experience of dealing with things with internal and
external parties, they feel anxious easily, they don’t think too much about
things may happen behind the scene or after, they won’t think of something may
have impact on the brand and company for long term influence…etc. However, if
it involves managerial persons’ reaction, the companies usually have higher
work expectation from them, the higher work position of a person, the higher and
more severe work standard and expectation from the companies.
A mentally mature person, usually ( not 100%) has
experience of dealing with something bigger, however, they may not be the
oldest persons, it differs from people’s career path; for example, a 38 -year-old
HR manager has dealt with a protest event caused by 10,000 plant employees, and
finally the case closed successfully, and to compare with a 45 –year- old HR
VP, his management scope are 2 team members at most, the company size he
involves is 60 employees, and, between these two persons, you won’t say the 45 –year-old
VP is much more mature, you will hope could ask more question before making
judgement, right？！
People need to utilize some scenario to describe＂mentally mature＂ in order to
clearly explain what it means, I cannot provide a clear point of view not.
Below are things I remember, I hope you would also share your idea and interacting
here．
（If there is
nothing unusual）
- To support the
decision and management made by people in managerial role regardless personal
friendship with each other. For example: People would build good friendship at
work with peers, however, when these peers be blamed or punished by their
managers due to work attitude or ignorance issues, an mature person would
support these managers’ decision and encourage their friends to correct themselves
being a better person, however, people with not so mature attitude would choose
to ignore their friends’ weakness, thus, ignore the purpose of those managers’
management judgement, not to mention to treat their friends’ weakness seriously
or they consider the consequence as the cause; if these kind of people are the
CEO candidates, they may be chosen because of many people supporting them, they
have many friends at work, however, there will be no clear right or wrong rule
in the work environment, and, in fact, there were cases, it caused situation
like bad money driving out good money, the right people won’t stay to work due
to the environment is in a mass. For your reference.
- Unless there is
something unusual, otherwise, they won’t intervene people manage things by work
role and responsibilities. For example: The regional’s customers or employees
of specific department jumping level report to a higher work level manager or
headquarter, the higher level person also need to give cases back to the
responsible work manager or subsidiary to handle things and keep follow up
their work progress and the situation, it is not to allow their jumping level
in the beginning.
Due to some individual work preference, some
managers prefer to be the one who catches all others’ attention, or, they
ignore the management rights of their junior managers’, or, they “don’t know”
how the negative impact would cause if everything needs to request for their
approval causing from their allowing jump level report. Over centralized management
power in high-level work managers cause the middle management teams have no power to manage team members.
I believe, you’ve already realized what thing would happen and no need my
further explanation of the outcome….., right?!
- Possess sizable
team or department management work experience, or, they have experience of
multiple department management work experience(at least, they need to know the fundamental
work function of each department in order to utilize their major work
profession works perfectly) or dealing with significant things experience（the counterparts
of event are also high level persons, or, there is unsolved difficulties）, their point of
view needs to be in a higher, deeper, bigger width and long term influence
result and opinion.
- They show
gratitude to people who support them, their own team members and they also
thank themselves of making the efforts toward works. They usually use “we” to
describe something they did successfully.
- What else？！
What’s the answer, I don’t the answer:
In my former work environment, there was a rotated
CEO coming to work with us and sending all of us a written year-end greeting
card：
Emily, wishing you have a wonderful season, get
peace and safety.
However, my peer, “E”velyn came with her card and
asked me：What does our boss
say to you?! I guess he sent the wrong person?! ( because we’re both “E”!! 😆)
Evelyn, thank you for all the efforts you’ve made….
Because, that year, everyone knows Emily has
handled and completed lots of projects, and, Evelyn, she felt her own work
performance was just general and didn’t achieve anything big.
Obviously, only our CEO knows the answer…! And, I
got the peace and safety at least!
What’s your idea?!
Please share with me.
Is there anything
you want to know but I didn’t mention it?!
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