How do i start a transparent dialogue with employers about various aspects of job/hiring process etc.?
how do i start a transparent dialogue with employers, it always feels like i have a vague idea or direction i'm supposed to be going in, but, being overly analytical, i would, at times, prefer to get linear direct answers, responses, in order to understand he hiring/applications process, logistics etc. how can i direct my communication with potential employers in order to bring about the response i'm looking for?
general approaches sa to the above question. whether personal networking, application via online, e-mail, the hiring process itself, specific expectations, boundaries, duties, and specific steps in the hiring process...etc.
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Sep 19, 2014
As Leslie Boyter pointed out, being transparent will foster transparency. When your employees see how willing you are to be an open book, they feel they have permission to do the same. Creating a transparent culture always, and I mean always, must start from the top. You must be the example, no matter what.
Will some not appreciate your deep level of honesty? Absolutely. However, we operate in an adult world. If they can't handle honesty they need to either grow up or find another place of employment...just my opinion.
Sep 19, 2014
Hi Micheal,
Before you speak with employers, be clear in your own mind about what it is you want to know. Structure your questions so that they do not contain any ambiguity and are not vague. To receive a direct answer you need to ask a direct question.
Sep 18, 2014
First you deliver a open seminar in which you explain your idea at their iq level, and then you can told and adopt your own methodology.
Sep 18, 2014
The thing for you to realise is that your personal style and preferences for information may be different from many of the people interviewing you.
In other words even if you ask them to provide you with guidance to the process they use they may not be able to provide it. If their style is more intuitive they will add in unplanned steps or drop out steps out based about how they feel.
Ultimately they own the process so ask what the process is but don't be frustrated if they deviate.
Sep 18, 2014
I am not certain what you are trying to understand. If you want to know how to get your point across in an interview as the candidate you have to ensure you never answer just yes or no but rather say let me explain how I have recently gone about whatever it is ie. networking. You go into detail on how you contact people through those you know from school or work or social media, how you stay in touch, the kinds of ways you use the network to help gain information or solve problems, make it personal and make it real. No hiring manager wants a simple yes or no or maybe or never or always response. If they do you probably don't want to work with them.
If it is about the hiring process let them know how you become aware of what the hiring manager really wants, that you don't accept the Job Description as the foundation for the posting and go into detail of what you do and how you overcome the issues of resourcing good talent and finding them and managing the hiring manager and get the process from beginning to end.
If in any of the events you talk about you have received positive feedback from the person you were involved with in the event mention at the end the fact you got specific feedback and what they said.
Just tell it as it happened and tell the truth and let it if your story. Make it natural and say with the positive energy.
One other thing. If you really want to know about the company. Look on the website or in the lobby when you get there and not their values. At the end of the interview ask them to take a moment and share with you a story that says those values on the web or the wall are authentic and lived. If they can't give you a story then you know that what you have is not what they say they are. You could also ask them, if they can't find a story, which is more often then not, to say what is a story they do have that exemplifies what it is really like to work in the organization. In the end you will know if it matches your values or not. If it does not, even if they offer you the job, don't take it.
Sep 18, 2014
Often, the HR staff you are first in contact with during the application and interview stages are not decision makers and they really can't give you detailed specifics on the process. Decision-making department heads or executives are usually looking for The Holy Grail, hoping that a perfect applicant will fall into their laps and all will instantly become clear. As this doesn't happen, they will probably sort through the applicants who get past the first round of interviews and look for the best fit for their current needs or their hopes for future needs.
You can certainly ask for exact info, such as job descriptions, position scope, hiring criteria etc. but these may not be available.
Best advice is to prepare yourself with relevant questions about the company overall, their industry segment, and the specific position you are applying for. This should impress everyone you speak with and keep you 'top of mind' in their applicant pool!
Sep 18, 2014
One recommendation is to seek to understand and then to be understood. When they answer a question, paraphrase their answer what you understand their answer to be. Then even add an example to illustrate what you think they said. They will then correct or add additional details (just alike a regular conversation). My recommendation is to regard the interview as a regular back and forth conversation - versus a Q&A interrogation.
Also ask questions that lead them toward the talent, skills and experiences that you want to talk about. Be strategic in your questions as you are in your answers.
Sep 18, 2014
In my experience, vagueness begets vagueness and transparency begets transparency. Therefore, if you want straightforward answers, ask straightforward questions.
However, there is a risk to this because many people find direct communication off-putting, and there are also cultural differences (some cultures are more direct than others).
On the other hand, do you really want to work for someone who is unable to accept you as you are (analytical, direct, and linear-thinking)? If you cannot get a somewhat direct answer in the hiring process, you probably won't get them after you are hired either.
You have a few options. Here are some recommendations:
1) Learn to live with ambiguity (practice with small things and work up to it)-- the world is not linear or straightforward most of the time. It is frustrating and difficult for those of us who like to know what is going on and what is next, but being able to live in ambiguity will help you with more than just employment situations. Work on some anxiety-reduction strategies (assuming this is causing you anxiety).
2) Work on finding direct, yet tactful, ways to ask the questions you want to ask-- find some friends/family/mentors to practice with you. See how they take your questions, and then play with different wordings to elicit the types of responses you want.
3) Try to put yourself in the shoes of the potential employers-- can they even answer your questions at this point? How would you take it if someone asked you the questions you want to ask? As a potential employer, what would you need for someone to say or do in order for you to be able to give them a straightforward answer? Is there actually a straightforward answer?
I hope that helps! Let me know if you would like to chat in more depth.
~Leslie
Sep 18, 2014
Timing and motive is key to being able to bring up this topic. You need to brooch the topic at the appropriate time. You don't start a conversation with these questions. You first need to take the time to make sure there is a match between need and skillset. Ideally, you should've done some homework upfront about the business and their needs that you can then use to launch the conversation. Once you've confirmed a match, then you can express interest in pursuing the opportunity further and ask about the process / next steps.