#129
[#JobSearch #TalentHunting #Interview] Emily please explain how you introduce
your work weakness, and how is the interviewer's feedback?!Inc.Interview
questions 20240311
2024/08/28
Dear readers,
please be informed: my concepts for your reference👉 job seeking and talents seeking are [two
sides of one object], both of the job
seekers and talent seekers are suitable to read related articles and
knowledge of both sides for reference,
it makes them know each other, accordingly, they are able to have more
appropriate co working relationship and work results. Do you agree?!
This article
contains advices for job seekers and interviewer, please readers [must] sponsor at least TWD1,111/reader; if you invite
your friends or people you know to read, 5 readers only need to sponsor TWD3,991
at least. Inviting your friends and exchanging idea are welcome.
Payment tool please click here： https://whatsyouridea1996.blogspot.com/2022/04/sponsor-taiwan-dollar-en.html
If you have
concern about my work interview experience, below content reveals my work
experience: Today, 2024/08/28, I built up this article, and now my age is over
50, you can call me aunt Emily! The name 1996 of this blog is the year 1996 I
graduated from university; fortunately, in my career until now, I have the
opportunities not only being as a job seeker but also having the opportunities
in learning to be an interviewer, HR manager to support recruiting works in the
companies I worked for. I’m grateful to my former employer for their investing
me and arranging my work to handle our HR department and I was able to learn
related work skills from my direct manager, her background was a headhunting
work professional, therefore, I can do talents hunting works for our company (besides
passively waiting for job seekers sending resume to us, at the same time, I
needed to search for candidates’ profiles, contact potential candidates
directly and developed related opportunities for talents hunting). You can read
below articles or visit related table of contents for your decision making of
reading this article or not. Thank you!
-Resume Chit-chat |Career (table of content/incl. advice for fresh
graduates)
https://whatsyouridea1996.blogspot.com/2022/01/resume-categories.html
-Who is the successor? Interviewers,
please consider asking these questions
https://whatsyouridea1996.blogspot.com/2022/08/interviewers-ask-questions-eng01.html
-Something
about Business Management (table of content)
https://whatsyouridea1996.blogspot.com/2022/01/something-about-business-management.html
-When promoting #13201-04 [#BusinessManagement]
#Response, #Cellphone, #SIMcard, #Computer, Login, #SOP, #Karma ,
https://adv1996.blogspot.com/2024/07/response-phone-sim-internet-karma-en01-04.html
there are some contents involving work interview questions but they are
not included in the article, now please see below information for your
reference:
A.
Employers, please consider
asking these questions in a work interview, especially when hiring work
leaders;
the purpose is to know how they manage “difference”:
(1)Please describe how you treat people equally in races, genders…etc.
(2)What you will do if you find your child/family members do differently
at school or at work?
They bully others.
(3)Is it possible in some occasions you are a
follower rather than a leader?!
B. Job seekers, please consider asking these questions
in
a work interview; you can know
the
point of view of this company
is
suitable to you or not:
(1)May I know how this company value employees (
idea) regardless their work level?
(2)May I know how this company
value customers’ idea/complaint/opinion?
(3)May I know your idea about how your
ex-employees/team members
would describe you? Good and bad, why.
Hi, this is Emily from Taiwan, finance and accounting
work background. The topic of this article is clear, so I would like to
directly introduce its outline and please see below:
1. In
order to get hired, you may agree that this question is not a trap, and it is….
2. When someone makes me unhappy, I’ll let him/her know.
3.
Impatient,
external auditor work spirit.
4. Doesn’t
look it. Therefore, it’s not good for job searching, hiring managers will worry…
5. Issues
of being flexible, work responsibility.
6. I
know who I am; thus, my answer of this question was rejected.
7.Demanding? Not sure about the personality…
8.Although, it is work strength, I don’t like to do it.
9.There
is no hindrances and obstacles in mind, because the mind is free of hindrances
and obstacles, it is fearless…
10.I thought
about this shortcoming on Moon Festival Eve…
1.In
order to get hired, you may agree that this question is not a trap, and it is….
Have
you ever been advised by others that this type of interview question is a trap
and must be handled with special caution? Me too; fortunately, I knew that I
needed to prepare an explanation of my [shortcomings] before actually being
asked the question, I was able to prepare answers in advance, and, in the interaction
with the interviewers, I can know that some of the hiring managers gave me
positive and affirmative opinions on my point of view. In the process of
preparing the explanation of my weakness, my perspective has changed a bit, I keep
asking myself: If I am the hiring managers
or any employer representative, why I want to know about the shortcomings of
the job seeker? What is the purpose?! My conclusion makes me think differently
about this question: It is an opportunity to express our ability of self -improvement rather than a trap question;
do you agree?!
Keypoint: there are kinds of ways一to as a question,
and, the way the question is asked depends on how the hiring managers or job
seekers see things or how they prepare the answers. It applies to many kinds of
situation. Do you agree?!
The purposes of a hiring managers hope could know the
weakness of the job seekers may include below situations, you can also
reconsider and think deeper to redefine it for preparing your related answers:
(1)
Introspection
ability. It is to examine whether the job seekers have self-reflected their own
shortcomings; at workplace or in daily life, some people may have never thought
of themselves as a person with weakness. For example: Emily/myself used to be
this kind of person; I’ve never discovered I’m a person who has shortcoming
until I was thinking about this kind of issue!
My situation was:
I was not aware of I’m also a person who has weakness, it didn’t mean I was
proud of myself or I was a person of perfectionism, high standard etc., it was
[I was always watching others and seeing whether they are doing things right or
wrong, they are doing the same or differently as what I’ve done], I didn’t
spend time in observing myself whether there is something wrong with my idea,
or, is there any insufficient in my thoughts or not, and I rarely thought of
[what if my assumption is wrong and incomplete?!] I think it was caused from at
that moment my life experience was not much, and things I’ve done always went
well, and it was not really because I was too young. Do you agree?!
(2)Self-improvement ability.
(3)
Point
of view of values. Is to know whether the job seekers’ point of view of value,
work concepts are similar to hiring managers or to the discussed companies, or,
there is big gap between both sides. It is interesting because there is no
standard for this kind of assessment, things you consider a weakness may be
seen as an advantage by the other party and vice versa, moreover, it is
possible one of these two parties may change their own idea after exchanging
idea in this interview. More than that, the talent and ability of expression
and attitude of the job seekers and how they react when finding out the
opinions of people in higher position are different from theirs may be observed
inadvertently.
(4)
Curiosity
and acceptance. No one is perfect. However, in team work, we always need to
understand each other's (strengths) and shortcomings to know whether we can
tolerate each other's weak aspects.
Therefore, as a job seeker, it is true that we cannot answer anything
which is not acceptable in the interview, including our weakness or
shortcomings.
As you
know, job seekers don’t know the hiring managers or the companies would accept
their weakness or not, however, the job seekers themselves can control
[themselves] accept their own weakness and opinion; if you/the job seekers
agree with this kind of idea, please be advised to develop your own explanation
in this direction.
After reading this, do you have any kind of new
idea or new ways of how to deal with it for your questions(interviewers) or
answers (job seekers)?! In below paragraph, I described my weakness and the
responses or feedbacks I’ve got from interviewers; I hope they are useful to
you, and please make adjustment for your own job seeking procedures, too; my personality is that I won’t answer
anything which is totally opposite from the truth. What about yours?
👉For example: there was an interview/the direct manager, in her idea, even
if on [holiday], the company wants you to participate the company- arranged
activities, and, as a people manager, you need to 100% follow this rule, and it
is to be the work model of the team members. And I expressed my idea: Then, if
this is the situation, this kind of work culture and my idea is not so matched,
I prefer the company I work for would respect employees’ willingness to working
on holiday. It is majorly because I am studying EMBA program now, and many of
the courses I need to attend are held on holiday, it was not easy to me to get
admission of EMBA, I hope I will graduate from it as scheduled.
If you are in my role, how you would answer this
kind of question?!
2.When someone makes me unhappy, I’ll let him/her know.
This was a psychological test and my answer I’ve
experienced in many times of interview; here lists an answer I’ve provided for
a questions of describing candidates’ personality; now I define it as a weakness because it is true, and I don’t worry the
hiring managers don’t like it would cause my not being hired.
However, there was a face to face work
interview after their psychological test, I found the interviewer coming and
bringing my test result with her, I found the
company circled my answer but
they didn’t ask/discuss the reason I chose that answer. That communication
was short and rough, my instinct told me this company didn’t like [employees
“directly express” what they “don’t” like]; as a result, I can feel the
interviewer didn’t want to continue the talk, I finally was not selected.
My idea:
(1) This interviewer didn’t want to know
why this candidate chose that answer.
(2)
This interviewer
didn’t want to know, usually, at work place, how I express things I don’t like.
(3)
My expected job
search work process didn’t come in handy in the recruiting process of this
company (I planned to explain how I truly feel and tell the reason; however,
some job search consultants would suggest we job seekers give perfect answers
for psychological tests, get hired first), my plan caused me losing the
opportunity; it meant I and this company doesn’t match, not suitable to each
other, not destined to work together…all I can do is…”NEXT”!
What’s your idea?!
What you will do in a job
search psychological test?! You would like to provide perfect answers in order
to pass and enter their next selecting work procedures (risk: actually, this
company work culture or work concepts and yours are not suitable, you are
wasting your time in fighting for winning it. Opportunity: to win the work
opportunity first, it makes you have more opportunities to choose for a better
suitable one, it keeps you away from unemployment or you won’t suffer from a
situation of no choice), or, you will answer according to your real situation
or based on how you do things?!(risk: it is opposite to mentioned above, it is
possible to cause you be rejected earlier. And the opportunity is you don’t
need to pretend or mask yourself, the company would hire the real you) You can
choose your preferred approach.
Worth mentioning are:
-Advices for job seekers: All the questions asked and tested held by interviewers are signals or
reflections of the companies’ work culture or the hiring mangers’ management
style; you can take them into consideration when choosing the right job for
yourself.
In the issue of above work activities on holiday /EMBA, the attitude of
the hiring manager /top level manager of the company was [blaming on]me; when a
job seeker has not become a formal employee yet and this candidate encountered
a blaming from the interviewer, how you will see this company?!
-Advices for the companies or hiring managers:
a. Regarding the
psychological tests or your asked questions in work interview, please consider
whether the answers from your current
employees will be accepted by you or not?! If they will [not
necessarily be] accepted, then, you use this type of test to examine job
seekers who are not your formal employees yet, and what is the benefit for you?!
How those new hired who have passed your test will work peacefully and smoothly
with your current employees?! Or, in fact, not all the psychological tests are
required?! Please be advised to measure the time/money/management cost you
would like to invest in these kinds of test and consider what to do is more
appropriate.
b. In work
interview, please consider spending more time and asking more to know [the reasons behind] the answers by
candidates, it is to understand their logic of thoughts; besides the results of
work profession tests, all other tests or those asked questions are for
temporary answers, there are training or quiz bank for candidates’ interview
preparation in advance, therefore, I suggest you spend more time to know how
they think to realize [what are the
idea or concepts of value of theirs] cannot be changed, and, are those cannot
be changed match your company’s idea, this is more important. What do
you think?
c. In addition to
professional work skill tests, in your recruiting work process, if you are
planning to invest in psychological tests or other types of tests, it is
recommended that you firstly define what kinds of results you expect to have
through these tests? And why? (what are the benefits of getting such results)? How long the effect would last?!
Are those benefits worth the cost of setting up these tests?! Or, are you
willing to spend the time cost after hiring these talents (spending time in
knowing and understanding them) to replace these tests?! Those hired may only
stay for a few days and then leave for any reason, right?! It is recommended
that you consider it all.
3. Impatient, external auditor work
spirit.
Readers who possess [external auditor] work experience may have strong
resonance with some of the job descriptions in this paragraph; if there are any
negative comments, please remember that others are describing Emily, not you.
Not only others saying, but I myself also agree with their describing me
as a person who has an impatient personality. However, what I don’t agree with
is that [it would cause pressure on others] 👈This is not a weakness.
(1) Impatient personality: This refers to the fact that when discussing to-do items with others
at work, I am used to proactively asking them for [the expected completion date of the work] and sending [reminder letters] when the date is coming;
this comes from my experience in PwC's audit work training, we must ensure what
must be done in order to control the work progress; and I believe readers with
similar work experience will agree with this.
[Impatient personality] comes
from my way of doing things and my understanding: I tell the other party that
if you don’t tell me your situation as soon as possible, I can’t plan the next
stage of work or response; in this situation, I can only report it to the superiors,
or express [After tracking, you did not respond (or refused to respond)].
(2) This
causes pressure on others: Due to situation above, in order to avoid
being informed that an extension is required right before the [estimated
completion date], in the [reminder letter] or in the beginning of the
discussion meeting, I’ll make consensus with people involved and add this in
the email [if you don’t reply something
abnormal, it means all is as scheduled], or, I’ll send out the reminder
letters more earlier + send many times/or make calls to ensure they are
received or read. [Making call] is to ensure the effects of [reminder], it is to
prevent my sending email work only resulting in [sending emails] only, and no
wonder, it causes work pressure on others.
Regarding
(2), I think it is not a shortcoming, the reasons are:
a.
Including myself, my direct supervisor/boss and
team members all believe, in our department, it can reduce our mental pressure
of being unable to control the work progress of others.
b.
There are other departments think it is helpful
and can be the reminder mechanism for them (the Finance Department will remind
them anyway).
c.
Some people think that this is a good thing,
which means that it is not an inevitable disadvantage.
d.
The recipients can inform that they “do not
want to receive the reminder letter”; this is because some has expressed the
issue of their feeling pressure from the reminders and we made this work method
as the conclusion accordingly. However, at the end, the other party also
worried about missing the message they should receive, so they gave up and
chose to continue the reminder letters thing.
On this topic, most of the interviewers I met agreed with
me on the spot, and I have not encountered negative opinions; some also expressed
that their internal auditors or people of related background also do things in
similar ways.
-Advices for job
seekers: In the process of interview, regardless you are
asked about shortcomings or advantages or not, it is recommended to take the opportunity
to express your practices and experiences that are beneficial to team work and
highlight your work strength; because, in the work environment, it is a place
where you show your strengths to support work goals fulfillment!
-Advices for the companies or hiring managers:
(1) Do you agree:
[In the work environment, it is a place where you show your strengths to
support work goals fulfillment]? When considering the weakness of job seekers,
it is advised not to forget to consider their work strengths as well, so you
won’t lose things of another side when focusing on the side you’re considering.
(2) Unless it is
a matter of unacceptable work
attitude, otherwise, if you meet a work candidate who has passed the
professional work skill test, however, you don’t agree with this person’s
status which was recognized in past workplace, you can raise your concerns
directly for exchanging opinions, and maybe, there will be room for each other
to adjust your ways of doing things. I believe you agree with this approach,
right?!
4.Doesn’t look it. Therefore, it’s not good for job
searching, hiring managers will worry…
[I’ve
modified below expression, I once got the opportunity to enter the next stage
of an interview or I got a work offering because of communication in this
direction (it is also true)]:
I am a trustworthy
person, and this
is my biggest advantage, and I believe, it is the same for many people; however,
the degree of a person can be trusted is not easy to be identified in a work
interview. Besides, regarding my another
work strength, it is sometimes seen
as my weakness, it can’t support the point of view that I’m reliable, and,
in finance and accounting professional work field, it may cause worry; what I’m
saying is about my characteristics or the way I express things, some
interviewers feel it is [“overly
extrovert”], [“ cannot stand your ground for finance and accounting view
point”], and this situation leads to my failing to pass. Some people
feel I’m doing legal related work, marketing or human resources etc., there
were not many people perceived I’m in finance and accounting work field when we
first met.
That
is what the fact is. Interviewers who see it as positive is because (1) their
work environment needs this kind of people to inspire and activate the work
atmosphere; and some interviewers would also asked (2)how I adhere work
professional point of view and also keep its harmony at the same time?!
My
answer to (2) about adhering work professional point of view, I usually explained by sharing work
practice and also invited my colleagues to assume and share how they will make
choices if they are in finance and accounting work role?!(I express my work
strength again) This will increase our mutual understanding and reduce
conflicts caused by communication and wrong perception of others.
There was once in my
communication with our marketing department about number related issues of our
budget work, they provided an idea(our Marketing department will work with
suppliers to revise the terms in work contracts, and, we Finance and
Accounting department will revise and reallocate the amount accordingly), both
Marketing and Finance and Accounting adjusted
the way we do things after our discussion, we worked together, and, there was
no work conflict.
My suggestions to both job seekers and companies who are
searching for talents:
[work conflicts experience], [solution for work conflicts]
are frequently discussed issues and practice at work, people can realize many
aspects of the other person about this person’s experience or reaction by
knowing it, moreover, they are able to know this person’s point of view of
value; I would like to suggest job seekers to share your experience or learned
lessons about your past work success or things you failed to achieve, I also
advise interviewers to initiate the
experience sharing or the job seekers can raise questions to know related work
experience from interviewers; maybe, it is the key element of your selecting
candidates or making choice of your preferred work environment.
For example: in
one of my previous work firm, I needed to recruit a team member, at that
moment, there was a work conflict happened in our work environment, it was an
argument of my two colleagues; I used it as an example and asked candidate A
who came to interview: if you have fight with your colleague, and all of your
point of view and work procedures are right, however, after your argument, I
hope you go to apologize to the person you are fighting with because of your
attitude, will you do that?!(to sum up, it is the other person’s problem), and,
before you apologize, I will talk to their manager first and have a complete
communication with you, and I will also respect your willingness to apologize
or not.
I planned to hire A, all I was only waiting for A’s
response to my question and how he plans to do; after A’s consideration, he
called me ( or he wrote to me, I forget), he
meant: if all he has done is right,
he won’t apologize; he also sees this as a risk, so he won’t consider accepting this
work opportunity.
As for me,
because the situation of the wording in red, I think he and I are not suitable
to work together though A was good in any aspects in the work interview; to me,
it was just a test, A didn’t want to know my real intention and gave up this
work opportunity, I think it may be because my work style or our work
environment was not so attractive to him. In daily work, if there are people
who intentionally use improper work attitude or pressure and want me or my team
members to have unreasonable concession for them in our professional work
field…my another shortcoming is…I’m bad tempered, especially when I find out
these people doing this kind of things [intentionally]…I have many ways to deal
with it…[I will very, extremely focus on finding out the truth of
their intention why they want our Finance and Accounting to give unreasonable
concession?] 👈There is an unrelated topic comes to
my mind: Usually, the truth I’ve experienced was [the work owner individual of
counterpart work department didn’t think things through], [fraud], [my team
members didn’t explain clearly, and it has caused misunderstanding that people
think Finance and Accounting defined unreasonable rules for documents the work
requesters need to provide] ; more than that, I once had a
cross-department work conflict resulting from my team members’ work attitude, it
was also because they didn’t tell me the truth, I misguided the communication
in the wrong direction and when I know the truth, I apologized to the manager
of the other work department because of my own incomplete management and less
observing. This situation happened before.
What about you?! Is there any similar
work experience?
5.Issues of being flexible, work
responsibility.
[Whenever you make a purchase, you
must negotiate the price!]
Do you agree?!
Is there any problem in it?!
It was my work spirit in the past, my
work management scope included procurement works, and, at that moment, I was young,
I only had superficial knowledge about other work departments key work
controls; my weakness was: in my idea, at
work, people need to follow the law and cannot work against work ethic, and we
also need to achieve work goal and these are all we need to do only; I had less
idea of [ we need to pay for quality], [we need to pay for the suppliers’
efforts because they have supported us for many years of our sudden and urgent demand for their
overtime work /they have never asked for their service price increase], I
didn’t have this kind of idea and work experience.
My manager asked me some questions and
it changed my work concepts:
(1) Their price, how much they need to
decrease is reasonable?! What number is appropriate?! Why?!
(2) So, if you (me/Emily) only want their
cost as the price we need to pay, what
the suppliers can earn for living?!
I think this shortcoming of mine is very big! It is a
situation of [no room for discussion], I used to think if we need to do things
more “flexible” under the [rules], it means we need to do concession in [work
ethic] 👉 this
idea is incomplete! In fact, it was I lack of purchasing work professions and
experience, especially I didn’t consider overall work benefits of the company I
worked for (if they were replaced, the new suppliers may not want to do
overtime work to meet our new product launch work progress, or, they may
increase much cost to us), no reasonable suppliers’ profit survey work (market situation)
…etc.
Usually, after explaining this
shortcoming, I’ll express another work experience(strength), it is what you can
know in my blog Group
Central Procurement Policy, and other related work practice and
experience (it needs to contain related work responsibility or work scope of
the interviewed work role, otherwise, it will be out of focus), I explained how
much I’ve improved myself and shared my personal growth; by doing this, it
usually raised discussion interests of the interviewers, they would ask many
more questions about the topics. There is also risk in doing it: there are some interviewers, I feel
their work style is [we only need to
complete the work, if possible, we don’t need to have cross-departments
communication], my open to communication personality trait is a kind of work
burden for this kind of interviewer superiors...I failed to get the
opportunity. Sometimes, we can know we succeeded or failed in an interview by
feeling the work preference of the interviewers. Do you agree?!
Regarding my another work weakness,
again, I would like to ask you another question: [the work duties of the department that
is responsible for generating finance statements is finance status reporting…
only!]
What’s your idea about the wording in red?!
It is not my point of view, it is the idea of some of the interviewers I’ve met and people in finance and accounting managerial role with higher position than I held. In the interview, I usually explained: I’m not sure it is a weakness or not, I mention it because people in higher position think this way and it is quite different than mine, in this situation, I think it is a weakness. In my idea, finance reporting in only a part of all the work responsibilities of the finance and accounting work department or people who are handling this department; in the fundamental accounting work procedures (=most of the daily operating work activities will be recorded in accounting books), they are able to know what other departments are doing, and, if the Accounting department finds out there is abnormal work activity of other department, the work responsibility of the Accounting is to ask questions first, and, this action of asking question is called : controlling. Therefore, we can see there are many finance and accounting heads and there job titles are [Controller], thus, if those work transactions of other departments are really improper, those controlling work mechanism of the finance and accounting is to let them [cannot be recorded in the book keeping], so, if it is a payment👉the payment cannot be requested (usually, except for petty cash, a general payment work procedures is: a. payment request by requester👉b. requester’s manager approves it👉c. request enters accounting bookkeeping work👉d. treasury unit or cashier does the payment; when the request document is unusual, though, it has passed b, it will be rejected by c), if it is fake income related👉 it will be rejected(ex: only shipment documents, there is no real shipment, the Accounting cannot recognize accounts receivables and sales; I just use it to explain this situation, do not learn from it), it is a work function of stopping what is wrong and preventing it from happening, it is not all those approved by your departments managers will be allowed to be recorded in Accounting.👈 Or, we can say, because, the accounting clerk is the work owner of accounting works, therefore, the accounting clerk needs to make sure he/she can explain why he/she allows this document/activity be recorded in the finance statement, if the documents confuse him/her, he/she needs to figure it out before allowing them flowing into bookkeeping work; and this action is a kind of controlling.
I share my idea with job seekers and interviewers:
I use this case
for explanation: There are 3 companies, X, Y and Z; there are managers work
level persons in these 3 companies, and their job titles are all [Manager],
however, the work capability and understanding of their work professional responsibilities may be different, higher
or lower, some have in depth understanding and some do not, and it doesn’t
necessarily have to do with the brand reputation of their current work firms or
their education background, it is related to their real work experience and
situation they’ve encountered. Do you agree with it?!
It is possible a manager work level job seeker maybe a C
level candidate to another company (CEO/CFO/C…O), and, it may cause this
candidate fail to pass the interview because there is no higher level work
vacancy of this company at that moment and vice
versa.
Suggestion to job seekers: to be short,
please keep making efforts in searching for jobs.
Suggestion to the companies: after you
know this situation exists, what you will do when you meet a better work
skill/experience talent but you have no related work opportunity to hire this
person?! In recruiting work procedures of your company, you may have told them [we
have keep your profile in our data bank, if there is related work opportunity
in the future…], it is possible a waste of interview opportunities and
resources. A job seeker may be an problem solution external provider you
accidentally meet, I suggest, at all
times, you collect all work professional ability or knowledge you
need/lack of (maybe, it is a need of
talent who possesses multiple work professions), if the candidate is
able to answer 80% of these issues ([issues]
rather than [questions], it means, please do not try to have answers for free from
job seekers, do not have this kind of intention or attitude), I suggest
you to consider hiring them as your employees. Key point: they failed to pass your
interview [only because they are over qualified]?!
I also suggest you to talk to your
recruitment department to know about how they deal with this kind of situation currently, maybe,
you will know how many talents you’ve got/lost. Moreover, you don’t need to
worry these chosen persons are [selected at this specific moment only] or you
don’t need to worry they may be lack of long term work contribution to your
company; because: in your company, which of the hired talents is not the chosen
one at the specific moment you were choosing?! All the employees are chosen at
the moment you are making choice, aren’t they?!
Bless you.
6.I know who I am; thus, my answer
of this question was rejected.
The topic of this paragraph means: I
know what kind of person I am, I also know how is my work profession, I know my
work strength and weakness. Hence, when I was in an interview and found
something unusual happening in the communication with company side, I used my
answers to stop the interview processes; there is another situation, it is
because I know my own personality, if my answer was rejected, I can know it was
because the work environment of the company is not suitable to me.
Just like what I’ve mentioned above, in
work interview, there is possibility that candidates will encounter the
companies do what I’ve suggested not to do: trying to have answers for free
from candidates; I usually said/acted [ I don’t know], [not sure], [I forgot to
provide], [give wrong answer] as my reaction. I remember, there was an work
opportunity of a MNC firm, the hiring manager wanted me to provide my work result
of [policy design] to prove my work strength in this work aspect, in the
communication, I can feel he didn’t want to hire me, so I [forgot] to give him
the files after the interview; there was another work opportunity, the company
is a listed firm in Taiwan, the hiring manager wanted to test my English, I
regret in doing the translation because I found the material is the things he
would like to bring to the meeting later, after that, I answered casually in
the interview procedures, and at the end, I was surely not selected. I’m not
sure it is a karma thing or not, after my work interview, these two companies
are both in not good business development situation.
Besides, there was a CFO work
opportunity, the President asked me: [If you are already an employee of this
company, someday, I tell you, A, B, and C, all of them were complaining to me
about y our work style, you are not good...they commented negatively about you.
How you will explain?!]
In my answer, I meant: [I know who I am, I understand how
I interact with people and my work attitude; if there are always some specific
persons saying negatively about me, it is possible their problems. I’ve
encountered similar situation at work place…]
At that moment, that President didn’t feel comfortable
about my answer, in my intuition: this company is in similar business industry
of the company I was working for (they are a subsidiary of a super good listed
company), I feel this President may have heard something from peers of the
industry?! Or, the President expected answer is [I’ll review myself and explain
what they’ve said…] etc. or something similar. My opinion: I come to discuss a CFO work role, a top work level
of a company; in a company, if work
weakness of a top level manager needs to be expressed by gossips for reviewing,
cannot be fully communicated [before] being reported to the President, whose
problem is it?!👈 Not all the employers (bosses/Chairman) agree with this kind of opinion; some
support it, some thinks everyone who is complained needs to review themselves.
What’s your idea?!
However, maybe, at that moment, there
were problems in my expression style, I needed to say: I won’t intentionally
create work conflicts with colleagues….and finally, every time, my managers all
supported my point of view. 👈This makes people feel more comfortable,
it is also striving work opportunities for ourselves. Obviously, I spoke in
haste at that time. Share with you.
-Advices for job seekers: I believe you’ve already known that in
all the questions the interviewers would like to ask, [introduce yourself] has
the greatest possibility they would like to know about, including your work
strength and shortcomings; before you prepare answers for those questions,
please allow me to ask you:
(1)
Do you accept who you are as a person?! Do you know yourself?!
What is your belief of work or for yourself?! This is a very important element when
choosing a job, it is possible the interviewers would ask you this question.
Please be well prepared for it.
Please be advised not to say something that is totally
different from your belief only because you want to get hired.
(2)
Do you control the interview speed and progress?! It is a positive thing for both of the
interviewers and interviewees; in an interview, if there is something making
you don’t want to work for this company, I suggest you to properly stop the
communication procedure. Because, if the company you are communicating with
finds you are not so suitable to them, they will also do the same thing.
(3)
Please also refer to advice (3)/below I provide to the
companies, and please build up your own idea.
-Advices for the companies or
hiring managers:
(1) I would like to utilize some content of
the [Golden Light Deity Spell] to advise you: [Turn a blind eye, turn a deaf ear], sometimes, we need to do things in
this way to manage internal work conflicts. When there are at least two people
involved in things, it is possible there are different opinions; in
internal work conflicts, sometimes, you
can pretend you don’t see it happening, you don’t hear about it, and wait and
see how people will deal with it, or, they are just complaining and not willing
to communicate, or, they will create rumors for inciting, it depends on
how you define the right moment to do it or your purpose.
If you are interested, this is [Golden Light Deity Spell] related
article for your reference: [#IfYouBelieve]Pray and Chant #GoldenLightDeitySpell 10,000 times to remove curse and enemies.
(For your reference: I’ve shared in another article in this blog that I’ve
encountered many years of bad luck at work, and, unexpectedly, I met a master
and he told me it was because I was cursed, and it can be solved by my self
praying for 10,000 times of #GoldenLightDeitySpell and return this chanting
generated energy to solve it…)
(2) In questions you ask in the talents searching interview,
people can know how you see this work role you are discussing, the real work
level and position of this job and level of your expectation on it; do you
agree?! It’s just like
those mentioned above, the work capability of the interviewee may be
over-qualified or much lower than expected than how you see their current job
titles, it is because work environment differs, everyone experiences different
situation at their previous career path, however, you don’t need to avoid
anything, all you need to do is to [interview more candidates], I believe you
will meet the most suitable one.
(3) Please be advised to prepare this kind of question, how
you will answer if being asked?：There was a mid-level manager work opportunity interview,
the interviewer is the CFO / a listed company, he is also a member of their Board Of
Directors –
[In my job search expectation, I not only want to have a long term
career development in the company, I also hope I can get work recognition and work
promotion ; if I can work for this company for 10 years and I also keep doing myself
improvement and work skill enhancement, under the talents work development plan
of this company, what kind of work development I can have in the foreseeable
future?!]
The CFO answered: That is, you can get
rid of me, then you can be the CFO.
I don’t feel comfortable about this CFO’s attitude in his answering,
maybe, he thought I was challenging him?! Do you also think it is not
appropriate to ask this kind of question as a job seeker?! People think differently;
it is reasonable a person wants to
get work recognition at work place and this person has a wish of getting work
promotion, and, when I was a hiring manager, I always hope that there
are candidates asking me this kind of question, I would love to talk about this
issue with them, it is not an issue of people getting rid of one another, it is
an issue of people career development and how all of the employees are able to
get a proper work arrangement and the issue of the way to have work benefits to
all the employees and to the company we are working for. What’s your idea about
this issue?!
7.Demanding?
Not sure about the personality…
I am not good at reciting, so I tend to
deal with things by knowing their sequence first, doing by logic, or
considering their causes and consequences; when using this method in managing
team members, (1) there are nearly half of them very adaptable to this kind of
situation, (2) the other half feel that
it is too strict/think that it is very difficult to explain to me about the
reasons of how they think and it cause their feeling very difficult to communicate
with me.
Regarding (2), my team
members told me that colleagues of other departments asked them "Is Emily a
person of fierce personality?!" I answered "Yes!" first, but my team
members said "No!" (It is surely a No because they came to me to
share their communication with others!), what my team members mainly want to
express is: how to answer me about things I want to know, and, how to express it,
so that they won’t feel difficult to think and at the same time I will also understand
what they are thinking?! They want to know what to do then it won’t bother both
of our sides. This is the issue of how to hold a discussion.
Example and improvement: When I was
working for a company as a Finance Head, there is a mid-level supervisor in our
department, Q, she is a very senior person in the company, I like to ask Q
about what was happening in the past and the cause of some financial number;
when I used those information Q gave me and discussed it with other
departments, usually, I found the truth is not like what Q has told me,
sometimes, the facts are totally different from what she said….
After
that, when talking to her, I always asked: Is this what you guessed? Or did it
evolve based on something?!
One
day, Q finally couldn't bear it, and she couldn't accept her own answer, either,
so she asked me: Emily, would you please say the answer I gave you is based on my work experience in this
company, and please don’t say I’m just guessing what it was; I don’t
know why the things I remember are always different from the facts in others’
memory?!
In
this situation, we made a consensus: If Q is [speculating] things based on her
work experience, she needs to tell me two things: (1) It is based on her speculation/rather than the facts she knew in the
past(2)who was involved/so I can know to whom I need to discuss when it
is required, or, I need to directly talk to our President or to our headquarter
to know the answer.
Things I’ve learned in
this story: I feel grateful that Q let me know she didn’t feel comfortable in this
kind of communication with me, it was also a blind spot of both sides; after
this, Q knows she can talk to me directly when I did something but she doesn’t feel
comfortable, so Q reminded me that another team member in our department, W,
every time W was teasing Q, I didn’t stop W/because I thought that is the way
they used to interact with each other; I told Q if it happens again, she can
immediately tell me: Emily, things like this, please let W knows not to laugh
at others again. After this communication, it happened once and I stopped W,
then W has never laughed at Q again!
Advices for job seekers and the
companies:
Not all companies are willing to allow
job seekers who are not 100% sure of being hired have a face-to-face
communication with current department members to know the fit of their work
styles; however, the differences in work style may influence on the work
willingness of the new-hired and current employees. It is advised that you ask
each other at the appropriate timing before working together:
[Before taking
the job, how do you know that the job seekers (the new-hired /maybe it is a supervisor,
maybe it is a team member) and current department members can work well
together?! At least, they can work together harmoniously.]
This question may reveal another
perspective on the attitude or work culture of the job seekers or the company
side, it reveals things through another angle of our seeing things. Bless you.
8.Although,
it is work strength, I don’t like to do it.
In this blog, people can know one of my
work specialty is [policy design], or, some people say it as [SOP definition];
there is some difference between policies design and SOP definition, however,
they both are [company defined regulation and things people must follow]; I don’t like to follow SOP when doing
things, it is also a situation I define as a difference between work
policies and SOP.
I personally define [management
policies] focusing more on work rights and responsibilities allocation(Roles
and Responsibilities, or the so
called R&R), and after
properly allocating the work, it
comes the issues of work steps, it is something similar to Rules; SOP in full is Standard
Operation Procedures/Processes or work
steps, I define SOPs are actions we need to take as a reaction when we
encounter [situation of events]…there
is less room for our changing what we need to do, and, the [situation of events] are difficult to
be predicted completely, people
must remember all the defined situation and the corresponding actions, and the work won’t be taken as completed
until we’ve done all the defined work steps👈I’ve tried to follow those SOPs in doing
things, and I found I’m not
good at remembering all the work steps. Therefore, when people want me
to help them to define work SOPs, though, I would love to do that, we usually
found that the companies are lack of some required Key Performance Index(KPI)
definition before their SOP development, and the work R&R definition is not clear enough (less work efficiency is
usually resulted from less clear R&R), so I need to help them in
work responsibility allocation and defining the measurement of the KPI; I’ve
tried for many times, if I need to do the defined SOP by myself, I’m not good
at that….I also met people suffering similar situation like mine, and the conclusion
is: I am a SOP designer, not a doer/not good at remembering the work steps.👈 It is very difficult
to me to improve, and fortunately, I also found that: I am not alone.
Advices for job seekers and the
companies:
People personalities differ, some are
good at following SOPs in doing things, some are good at work toward the right
directions/obey defined work rules and not being restricted to those work steps;
if nothing would cause work quality
and work efficiency issues, which kind of managers or team members you
would like to choose? Which kind of work personality you prefer to have? To
work toward the right directions or to follow the defined SOP?!
My idea: Under legal compliance and work ethic…it’s like
people tell you
(1)SOP=Please follow my defined SOP, and your work results will
achieve as expected.
(2)Focusing on work direction/or management work policies
=you only need
to achieve the work goals, you can do things in your own ways.
Therefore, in the interview, you can exchange idea with
each other to know what kind of persons they are and how they doing things,
they are (1) or (2). In my
experience:Because I’m (1)/ people of lower work level (1), and if my
manager/people of higher work level is (2), it is very difficult to me to
achieve work goals, the reason and causes are [the work goals are clear, and
why we need to restrict the ways we need to do to achieve the goals? Why we
only can do in our manager’s way?! ] ; personally, it is in my mind: thus, a
talent is not needed, it only needs a copy of the manager👈what’s your idea
about my experience and my idea?!
9.There
is no hindrances and obstacles in mind, because the mind is free of hindrances
and obstacles, it is fearless…
The topic of this paragraph is a
sentence in the content of the [Prajnaparamita Heart Sutra], I want to use it as
the ending and conclusion of this article, my
purpose is to encourage people who think they are [continuously] encountering
rejection or betrayed at work or in any aspects in their life: history
brings us lesson and experience, however, it may not repeat itself, if we feel history will repeat, it means
there are hindrances and obstacles in our mind,
this kind of mindset will stop us from moving forward, the
most importance is how we can build self growth by utilizing the lessons we’ve
learned from history. Hence, please
tell ourselves: [I’ve become more experienced, I can handle things better!]
Below is my experience for your
reference:
(1)
Every time I was rejected or I was betrayed, it means,
those jobs or those people are probably not suitable to me.
(2)
In many consecutive years, I was quickly hired, and
later, I quickly resigned or being terminated the employment; this situation
resulted from one of my former work firm OOO, there was a group of managers
kicking me out of the company, they were illegally not paying what I deserved,
they push me out to hide this kind of thing. At that moment, my unhealthy
mental situation and pressure made me join and quit a new job very quickly:
i.
I want to prove my value in the job market, so I accepted
the new work firms /work environment or new managers quickly, however, I’ve
already known they and I are not suitable.
ii.
Pressure caused from financial situation.
iii.
I always assumed history would repeat itself in my
career. In this attitude, I always asked too conservative questions in a work
interview, those work opportunities/people/things which are suitable to me were
thinking [Emily, are you sure you are interested in our companies?!], I lost
those opportunities.
My
self- reflections (including questions the hiring managers can ask):
(1) Every time I encountered a lesson at
workplace, it is not only a learning, more than that, when there is a new work
opportunity, I should see it as [this is a whole new opportunity, and, I and this new company are actually
don’t know each other, I should see it as a new beginning to know the
new work environment; I cannot always be afraid of history repeating, worrying
about everything when doing job searching]. I should act like: this time, how I
can prevent from things happening again (what kind of questions I should ask
first?! I need to let this company know what I concern, my boundaries and the
way I deal with things and my personality, we need to know each other...), how
can I react if those I cannot endure happen again?! What kind of impression I would like to express in any situation?! 👉The answer is: I
don’t do any guilty deed (including I don’t steal spotlight from my managers, I
don’t frame colleagues, I don’t do anything illegal…etc.). In fact, it is easy
and always, I hope my new work firms/managers have the same work rules of
dealing with things, if not, we are not suitable to each other! What’s your
idea?!
(2) [How much I need to decreases in salary expectation is reasonable?!]
When
I was in bad luck in job searching,
I was usually told how I failed was because the number of my salary
expectation exceeded the hiring budget of the companies, people/including my
family and headhunting firms always suggested I/job seekers to consider
defining a lower expectation and the purpose
is: to get a job first; however, the problem is: how
much lower is appropriate?! What if we lose
the suitable work opportunities because of it?! 👈These were things I encountered, there were also many
kinds of problems, and people who have given me above suggestions were not able
to answer my questions.
On the other hand, in my observation at workplace, the number of the salary offered, it means, it is the number the employers would like to pay for your value/they recognize your value in this number. If the work value of the job seeker, their work capability or salary expectation is 10, and they decrease it as 6 in order to get a job more quickly, in work capability aspect of the new work environment, in fact, this person is [overqualified], it means, this person’s management work skills are better than their direct managers or this person possesses better work experience; the direct managers of this job seeker in this new company or the managerial roles in this company, their work capability is 8, 10-8=2, to this job seeker, in management work culture or work environment aspects, it is possible there is always a gap of 2 between the actual situation and this job seeker’s expectation, more than that, the gap may have already existed when this person accepted its work offer and no one intentionally causes this kind of situation and this job seeker needs to keep adjusting their work expectation at work, or , this person needs to set a lower expectation on the management work culture. Do you think it is a good situation? Or, this job seeker need to do this again👉to quit asap and find a better suitable job?!
(3) As a job seeker, maybe, it is you
asking yourself, or, the interviewer companies hope could know these questions, am I/ job
seeker ready or not?!：
i.
When you are in unemployed situation, besides doing job
seeking, how you keep doing something positive to your family or the whole
society to bring positive value? How you keep your self-confidence?!
ii.
Besides professional work skills, requirements of a
suitable work environment may include: job title, work scope, salary, work
culture, work location and work type or work hours…etc., so what is the major
reason you cannot get a suitable job? Why? Have you/job seeker adjusted
something of yourself?! Or, how you react to this kind of situation?!
So, why the job seeker thinks their current job seeking direction or
goal is right to themselves?! What are the things or who are the people
supporting them/job seekers to go toward this kind of career direction?! Or, as
a job seeker, in the upcoming next 5 years, what is your idea of your career
development?! (There was a team member in my work department, he is very professional
and possesses CPA license, none of the accounting issues are difficult to him,
however, he only wants to make things done well, go back home timely
after work to be with his family, he doesn’t expect any work promotion!
I feel what he has considered are all good! What’s your idea?!)
iii.
Please job seekers let us know, do you consider the work of other
departments?!
Please the
companies let us know, when the job seekers have come to this work interview,
are you willing to interview talents who possess multiple work skills and do
internal referral? It needs to spend time in doing it.
Example1: there was a company, candidates need
to fill up a standard form, [candidate profile for recruiting purpose], and
there is a specific column that the company hope could know: are
you willing to accept interview opportunities of other work departments in this
company?
Example 2: There were companies and headhunting
firms asking me whether I want to discuss about work opportunities of other
work functions of the companies who are hiring new talents (marketing and
sales, some kind of potential opportunities but they are not confirmed the
department definition, yet…etc.)
iv.
How you will answer when the companies ask this? : Please
job seekers let us know how you select your job, how to know the work
opportunities this company provided are suitable to you and you won’t leave
quickly after joining us?! At least, let us know what items are in your
checking list for further confirmation, it is to allow the companies know you
really want to work for them?!
(4) It is not easy to have that kind of
relationship/friendship when you are suffering: When people are in difficult
situation at daily life or at work, they will see clearly about the people
relationship, friendship things. I would cherish those who not necessary want
to know what weird things are happening in my life, however, they hope could
let me know they will always support me no matter what happen.
I think: I hope you have no difficult
situation in life; however, if it happens and people you consider you have good
relationship with them and they leave you when you are suffering problems,
please don’t be shocked, they are also human beings, other people have also
encountered this situation, too; it is better to you to pay more attention to
those who are always supporting you. What do you think about this idea?!
I also think that it is not necessary a
good thing that a person has never encountered frustration, because, in this
situation, they have no opportunities to build experience of reacting it when
encountering; so, what to do?! 👉To make good friends for long term friendship, always keep learning/learn from others,
it is to reduce your possible lost or to reduce suffering when difficulties
happen in the future. It is a way to protect yourself. What’s your idea?!
You are the good friend or bad friend
of others?! What kind of advice you give to friends?!
Bless you.
10.I thought
about this shortcoming on Moon Festival Eve…
Today is 2024/9/16,
tomorrow is Mid Moon Festival; it finally comes to my mind about what I want to
say but forget later, it is my weakness. The story is: I am sure, there are
also people who have similar shortcomings like mine, that is [a person of not
good temper]+[the way I behave at work
and at home is not the same]=[the
attitude I treat colleagues is better than how I treat family members]. Do
you agree there are also people out there have similar personality?! (my temper
issue is mentioned in paragraph 4, so, obviously, it is true! 😆😆😆 )
There is a male
elder person, I usually call him [Teacher], when he was younger, he worked as a
Plant Manager related job, he thinks, usually, if a person is bad tempered but this person values the reasons of things,
then, this person is a responsible person, and he thinks my personality is
similar to his, if we find people are not reasonable or stealing time at work,
or disobeying rules, we will be triggered and express our dissatisfaction
directly /just like what is mentioned above [When someone makes me unhappy,
I’ll let him/her know], it is majorly because they have ruined our work plan but we need to follow our own plan to
achieve our work goal. In fact, we are people of bad temper [only], all
we need to do is to improve more of
self -control and self – training, we are not so bad at other aspects
because we invest as much as we can at work/however, it doesn’t mean people who
work hard always have bad temper!
To the younger, how you will react? 👉You do things by
following the rules and conclusion, however, you are asked to give compromise,
otherwise, you are criticized as a stubborn person, hence, what kind of
question you think it is?! How you will deal with it? 👈 It is possible a question in the
interview, please be prepared. For your reference.
When sharing
this story, I unintentionally introduce my work strength =to invest as much as
I can at work; regarding interviewers’ point of view, they agree that people
may act differently when they are at work or when interacting with family, it
won’t be 100% the same attitude, people usually act better to those [who are
not their family]. As for those who are not good tempered and also let others
know they are people of bad temper, the interviewers think it needs time to
know whether these people also are working hard or not, in my case, because my
resume has shown my work experience, they believe I am a hard working person at
work, and they are shocked I said I am a person of bad temper😁👈My answer:[ I am a
different person before and after these 10 years, I must do some self -improvements],
and, I’m not afraid that people point out my shortcomings directly /because, in my idea, our shortcomings
won’t disappear because we deny its existence. There is a kind of
concept I don’t agree: people only talk about others’ weakness and ignore their
advantages, the purpose is to encourage people to do self-improvement or it is
this reviewer’s habit👈I
think it is this person is intentionally creating trouble, what do you think?! Although,
we need to be grateful when people are letting us know what to improve, so we
can be a better person, however, if
this person always ignores the positive sides of others and always criticizes
the shortcomings, I think this kind of people’s mental health is not
imbalanced, because this person always sees others’ negative sides, there is
never affirmation or encouragement from them to others’ positive behavior,
in their doing this, how can we encourage and extend all those good behavior?! What
if those who are criticized are those younger persons or who has less life
experience? Is it possible they lose their courage of moving forward according
to those criticism? People are guilty
if they ignore others’ advantages and always criticize the shortcomings of
others. Do you agree?!
Advice to all readers: please click to
view Complimenting is the Capability of Knowing the good!
https://whatsyouridea1996.blogspot.com/2022/01/complimenting-is-capability-of-knowing.html
Please
allow me to ask you a question: When complimenting others sincerely,
(1) What is the bad thing of doing it?!
(2) What is the good side of doing it?!
(3) When
is the last time you sincerely praised others and for what things? Why?! How do
you feel and how does the other person feel?!
It is
possible above becomes another question in the interview; if Emily/I am the
hiring manager, I hope could know this job seeker is a person of willing to
praise others or not?! In my point of view, people who will sincerely compliment
others/regardless whom are praised, they possess more attitude of [appreciation/admiring]
and less [jealousy] personality. What’s your idea?
Bless
you.
Bless you, I hope you get the jobs
you like, get suitable work talents. Thank you for your time.