Are you going to a job interview to be interviewed or to interview?
© Copyright Frank D. Kanu 2000-2008
A few weeks ago a young lady—let’s name her Ann—bought my book Stop Telling… Start Leading!
The Art of Managing People by Asking Questions.
Ann’s reasoning was that she had to go to an interview with the board of directors and she wanted to be prepared. She wanted to be able to ask questions—to find out more about the position and how the board would act towards her. I pointed her to the “Checklist” chapter in “Step 1 — Define!” and to “Step 3 — Take responsibility”—especially the chapter “What to Do When the Boss Is a Failure”.
Ann thought the position would be a great fit for her: Closer to home (cutting down a two hour commute to a few minutes), her first real management position, the ability to grow further—and the chance to poove that she learned how to run a business.
The next day Ann and I had the chance to talk again. Ann told me how after only two questions from the book she came to realize that the board would neither accept a woman in a leadership position nor would she be able to grow in the position as it was promised.
How many potential employees are actually taking the time to interview the employer? How many employers are willing to be interviewed? Not even 5% of all the people I have interviewed for a position have actually interviewed me about the company.
Technorati (All Links are external): board of directors boss boss is a failure closer to home failure few minutes job interview leadership position management position reasoning she wanted start leading step 1 step 3 stop telling taking the time young lady business case studies general
A few weeks ago a young lady—let’s name her Ann—bought my book Stop Telling… Start Leading!
The Art of Managing People by Asking Questions.
Ann’s reasoning was that she had to go to an interview with the board of directors and she wanted to be prepared. She wanted to be able to ask questions—to find out more about the position and how the board would act towards her. I pointed her to the “Checklist” chapter in “Step 1 — Define!” and to “Step 3 — Take responsibility”—especially the chapter “What to Do When the Boss Is a Failure”.
Ann thought the position would be a great fit for her: Closer to home (cutting down a two hour commute to a few minutes), her first real management position, the ability to grow further—and the chance to poove that she learned how to run a business.
The next day Ann and I had the chance to talk again. Ann told me how after only two questions from the book she came to realize that the board would neither accept a woman in a leadership position nor would she be able to grow in the position as it was promised.
How many potential employees are actually taking the time to interview the employer? How many employers are willing to be interviewed? Not even 5% of all the people I have interviewed for a position have actually interviewed me about the company.
Are you prepared?
Can you afford not to be?
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board of directors boss boss is a failure closer to home failure few minutes job interview leadership position management position reasoning she wanted start leading step 1 step 3 stop telling taking the time young ladyTechnorati (All Links are external): board of directors boss boss is a failure closer to home failure few minutes job interview leadership position management position reasoning she wanted start leading step 1 step 3 stop telling taking the time young lady business case studies general
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