The One Answer You Should Never Give in a Job Interview

The One Answer You Should Never Give in a Job InterviewThink of your job interview in the same way you think about your resume and cover letter every word counts. And there are some words, in particular, which should never be said in a job interview situation. Learn to avoid these words. And if you catch yourself using one, be sure to know exactly what you can do to dial it back. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) Here are the seven fruchtwein important words to never sayI dont have any questions right now.This is just plain absurd. Never walk into an interview setting without at least one thoughtfully prepared question at the ready.Plus, there are a few things a hiring manager might assume from not having questionsmost of which, hopefully, you did not intend. They might think you are ill-prepared, which, lets face it, if you dont have any questions prepared, is both true and unacceptable do your research They might think youre too cocky. T hey might think you have a lack of enthusiasm about the job. Orworsethey might assume you dont have sufficient respect for them and the value of their time. All to be avoided, right? Right.Instead, try questions like What does an average day look like for you? which will give you good insight into company culture, as well as giving your interviewer a chance to talk about herself a bit. Or What would be your definition of success in this role? which does double duty helping you understand their expectations. Rememberyou are also interviewing them.You can also ask the bold Do you have any concerns about hiring me? which might net very honest answers, so prepare to not be defensive.Remember this is your one chance to impress. Dont blow it by being less prepared than you can be.

4 Questions I Ask Myself to Ensure Im Empowering My Employees Who Dont Look Like Me

4 Questions I Ask Myself to Ensure Im Empowering My Employees Who Dont Look Like Me Im a Latina with 20 years of multicultural management experience, and Im currently leading a diverse team of 10 to help foreign national female survivors of menschengerecht trafficking achieve economic independence. Seven of my teammates grew up abroad in Chinese, Korean, Hispanic and Israeli cultures, four are program graduates and only two are male.Though I have championed the benefits of diversity for many years at major corporations, know the effects of tokenism on performance and have personally experienced the difficulties of being the only female or minority on a team, I still struggle with managing diversity.Why? In my high stakes role, I want to quickly and easily make sound decisions to maximize team performance. Since I feel more comfortable with those who share my background, my preference is to avoid entrusting certain critical projects or tasks to those who are different.However, executi ng with a homogeneous team is not an option for my organization given the bevlkerung that we serve and our commitment to survivor leadership. Im challenged daily to discern between my biases and true areas for growth for each member of the team.I found this study from McKinsey and LeanIn.org helpful to check in on how Im empowering or disempowering those who are not like me. It quantifies the impact of specific situations on white women and women of color compared to white males and males of color, and informs how to ensure adequate representation of all groups at all levels of an organization.Based on this data, I have crafted four questions to check how Im interacting with each teammate daily, whetzu sich we are similar or different, so I can level the playing fieldDo I ask some teammates to prove their ability to me more than others? Are there assessments that can help me more objectively identify their growth areas?Do I mention their strengths as much as their weaknesses when sp eaking about them in public, and in meetings with my peers and superiors?How am I ensuring that their contributions are recognized? How can I give them leistungspunkt when they are the first to express an idea in a meeting?Am I cultivating an atmosphere of respect by addressing those who make demeaning remarks about a teammates gender or culture, or mistakenly perceive their seniority?Your organization may not tackle human suffering nor rely heavily on multicultural customers, but workplace diversity still matters to your success because it drives better outcomes. As you focus on hiring more females and minorities, and mindfully address what causes them to feel disempowered on a daily basis, you and your whole team will reap the full benefits of diversity.--SandraDiazhelps bicultural professionals land great marketing jobs. Students in her job search boot camp (