The Code Words You’ll Hear During a Job Interview, and What They Really Mean.



Ever feel like a fish out of water? Perhaps you’ve found yourself in a situation where you were in so over your head that you barely had any idea what was going on. This feeling can occur at the most inopportune times, and a job interview is one example. You might lock up, allowing anxiety to take over. Suddenly, you don’t even know what the interviewer is asking. It’s like they’re speaking in another language. It’s all hieroglyphics — code words. Anxiety is one thing. But what about the feeling that there’s too much jargon floating around the room? It might not be you. There are a number of specially crafted words that are used to probe you. It’s like a sort of HR code used to throw interviewees out of their comfort zone. And those words typically work. The good news is you’ve probably heard most of them before and have at least an idea of what an interviewer is getting at when they use them. Here is a sampling of those code words and what an interviewer actually means when they pepper the conversation with them.

Overqualified: Depending on where you are in your career trajectory, the term “overqualified” might enter the discussion. It’s a tricky term, too. If you’re overqualified for a job, aren’t you, by definition, also qualified for it? The real issue is an employer might not want to meet your salary expectations given your experience and skills. Or they feel you’ll get bored with the job and gun for a higher-up position or leave after a short period of time. 

Reapply: At some point, you’ll have a job interview you feel went well. But you don’t end up getting the job. An employer or recruiter might tell you to reapply. That’s a confusing proposition, given that you’ve already applied and been interviewed. But in some cases, if there are multiple positions available, HR needs to put every candidate through the ringer for each position — even if they’re already been considered. So it might be basic protocol. It also might simply mean you’re a good candidate, but they found someone better. Of course, they could also be blowing you off. It can be hard to tell. If they do tell you to reapply, though, go ahead and do it if you’re still interested in the position. You might already have an advantage over other applicants. 

Weakness: It’s everyone’s favorite interview question: “What’s your biggest weakness?” The basic strategy here is to spin your weaknesses into a strength. Show your capacity for improvement. From an employer’s perspective, the term “weakness” is really a method of probing your background. They want to know whether there’s something they’re missing. Also, they want to see how you answer the question. Do you have a boilerplate response? Or can you be honest and creative? 

Strength: This is the inverse to the “greatest weakness” question. It is, fortunately, easier to talk about the things you’re good at than the things you’re bad at. But it’s still tricky. You don’t want to come off as cocky or arrogant. And you definitely don’t want your strongest attribute to come off as underwhelming. What they do want to hear is how you and your greatest asset are going to be able to help their organization and fill existing needs. Use that as a starting point, and explain how your particular talents and experience can be utilized in an advantageous way. 

Company culture: You might hear the word “culture” thrown around. It’s purposefully vague, and no one can really understand an organization’s culture unless they’ve operated within it. When you hear it in an interview, then, it can be tough to understand what an interviewer is getting at. If the topic does come up, they’re likely trying to gauge your personality. Will you clash or mesh with existing employees? Are you going to play the role of usurper or stay in your lane? If the topic of company culture does come up, you can use it as a springboard to ask plenty of questions of your own. You’ll want to, especially if you expect to start spending 40-plus hours per week working for them.

Fit: In conjunction with discussions about company culture, you might pick up on the use of the word “fit.” In this case, “fit” means exactly what you might suspect. They’re wondering whether you’re a cultural fit for the organization. There are a lot of variables at play, but whether you fit the role is pretty darn important, and it’s something you should give real consideration. If you’re not a good fit, you’re probably in for a miserable experience. For that reason, don’t brush off discussions of “fit” — take them to heart.

Prioritize: Something that is likely to come up during an overview of your experience is your ability to prioritize. This is somewhat straightforward. They’re trying to get a feel for your logic and decision-making processes. The way you answer the question is your opportunity to showcase those processes. This can say a lot of about your time-management abilities and leadership skills, too. 

Agree/disagree: The words “agree” or “disagree” might also rear their faces during an interview. An example might be: “Tell us about a time you disagreed with company policy.” This is yet another way an interviewer is trying to see whether you’re going to fall in line or rock the boat. Are you going to be a “yes man”? Or are you going to start causing problems? 

Passion: If you’ve ever come across a job posting that wanted applicants who were “passionate about accounting” or something similar, it more or less means exactly what it says. They want someone who cares about what they’re doing. When you act with passion, you’re probably going to do a better job and be more productive. The problem is there are relatively few people who are passionate about dish-washing, filing, etc. But some people are lucky enough to turn their passions into a career, and these are the people recruiters are overjoyed to find.

 

Potential: So they’re asking you about your “potential.” What does that mean? You might feel you have a lot of potential. But potential, on its own, isn’t enough. An employer wants to know what you’re going to do for them, not for yourself. You can have all the potential in the world, but if you can’t follow through, what good is it to an employer? When the concept of potential comes up, this is an interviewer asking: “What can you do for me, and how can you convince me?”

Discrepancy: Hearing the word “discrepancy” during the job search is bad. Most likely, an interviewer is going to be asking about some sort of mix-up between your testimony, your resume, and any fact checking they did on their own. It might be an innocent mistake. It might be that they’ve caught you in a lie — which you definitely should refrain from. Make sure you have your story straight, and make sure it’s truthful. For a lot of applicants, even a minor discrepancy (even if it’s innocent) is enough to send your resume into the wastebasket.

Accomplishments: An interview is your chance to sell yourself, talk about your conquests, and brag about your accomplishments. While doing so, you’ll want to keep one thing in mind: They want to know what you’ve done to propel the organizations you’ve worked for, not to propel your own career prospects.

If they ask you about your accomplishments, refrain from discussing personal conquests. You can weave them in, by all means. But focus on how you’ve managed to help your past employers while simultaneously progressing in your career.

Courtesy: The Cheat Sheet:

Recognizing Hardworking Employees.

Hardworking employees are often modest. It's the responsibility of management to identify, recognize and reward them.

Some companies are so myopic in their corporate focus that while in the process of restructuring their organizations, it's their very best employees they lay off unwittingly. And, most times, it's because hard-working employees usually don't brag. Rather, they go about their works quietly. And so, for some companies, it's after the terrible deed has been done that they realize their errors.  

To those who remember, in the film Office Space, the guy who did 15 minutes of work every week was allowed to stay while his two hard-working colleagues got the ax.

Hard-workers tend to be modest ones. Hard work comes with soft talk. Sadly ironical though, they often get thrown out in most corporate restructurings. It's the lazy noisemakers that survive most corporate purges.

It's no wonder therefore that a Scottish proverb says - "The empty barrel makes the most noise." 

It takes a savvy manager and, especially one with great leadership skill to recognize such hard-working employees, and then reward them.

It is actually not that difficult though, because hard-work comes in a package with other great qualities such as the following: 

Self-motivation.

Self-direction.

Positive attitude.

Modesty and, of course,

Results. 

"95% of my results have been simply hard-work." Thomas Edison (America's greatest inventor).

Five Most Useless Job Skills Employers Don’t Want Anymore.

For millions of Americans, there’s nothing more frightening than waking up one day and discovering you’re redundant. You’ve suddenly become replaceable, and the world has moved on without you. What are you supposed to do? In all likelihood, you’ve invested many years in a specific career path. You’ve sunk tens of thousands into degrees and certificates. Perhaps you’ve even given up more lucrative jobs to chase a passion. 

Then, in one fell swoop, the rug has been pulled out from under you. It’s a scary thought. But for more and more people, it’s becoming a reality. The jobs of today are not the jobs of tomorrow. And the job skills you needed yesterday are not the job skills you need today — or tomorrow.

Unfortunately, there’s no easy way to tell which way the economic winds will shift. We have an idea, though. Truck drivers are probably going to be out of work in the near future, for example. And most factory work is being automated. This means a lot of people need to take stock of their experience, skills, and abilities to keep pace. 

The first step is to take a look at your resume and purge all of the unnecessary or redundant information. That starts with job skills that no longer apply. If you want the jobs of today or tomorrow, you need to frame yourself as an employee who’s ready for those jobs. There are many ways in which you’ll want to take special care in preparing your resume, but a good place to start is by focusing on the key skills that will get you the job. 

Regarding the following skills, unless an employer is specifically looking for them, it’s probably best to leave them off of your CV. Here are 13 job skills employers aren’t looking for anymore. 

1. Microsoft Office: At this point, Microsoft Office is so ubiquitous that it’s pretty much an expectation you’ll know the basics. At least some familiarity with Word and Excel are going to be expected by most employers. Depending on the job or industry, possibly other programs, such as Powerpoint or OneNote, will be expected, too. If you know these programs, that’s great. But leave it off your CV unless the posting specifically lists them.



2. Word processing: “Word processing” is really a term or phrase from a past generation. Essentially, it means typing. You’re able to use a keyboard and get thoughts out of your head and into a word processor, such as Word or Notepad. Again, it’s pretty much expected at this point that you know how to type. If you don’t, it should be one of the first things you work on to get up to speed. 

3. Administration: The ability to administer isn’t bad — in fact, it’s a good thing. But it’s not necessarily a skill you’ll want to, or even need to, include on your resume. An employer should be able to tell administration is in your wheelhouse by looking at your experience and background. If leadership is in your bones, your resume should speak for itself.



4. Customer service: Again, this isn’t a skill that’s bad to have or that’s even outdated. It’s just something you shouldn’t have to put on your CV. If you’ve worked in customer service positions, your resume will relay that. And if you were bad at it your resume will probably relay that, as well. But if you’re good at customer service, your past job experience will likely speak for itself.



5. Ability to work on a team or independently: This is a popular phrase that employers like to use. It’s also meaningless. You’re either going to work on a team or by yourself, right? If you can walk and breathe, you’re going to be able to do one of the two. Some people work better alone, while others thrive in a team atmosphere. But this isn’t necessarily something you should list as a skill. Employers want workers to be able to work in a variety of situations. Once again, your resume should reflect your ability to do so at a glance.

5 Things You Should Always Bring to a Job Interview.



When you have the job interview jitters, it can be hard to remember everything you need to do. You have a million things on your mind, including directions to get to the interviewer’s office, your main talking points, and some topics on hand for pre-interview chit-chat. One way to keep the most important things top of mind is to make a checklist of everything you’ll need to bring with you. This way, you won’t have to worry that you forgot something. The more prepared you are for the interview, the more relaxed you’ll be. Career expert Louise Giordano said your level of preparation can be the deciding factor when it comes to a job offer.

The biggest mistake in interviewing is not being fully prepared. It behooves job-seekers to use every conceivable means possible to prepare for the interview and to allow ample time to fully prepare. Understand that interviewing is a skill; as with all skills, preparation and practice enhance the quality of that skill. Preparation can make the difference between getting an offer and getting rejected. Are you prepared? Here are some things you should always bring to a job interview.

1. Extra copies of your resume: Make sure to bring a copy for yourself as well as each person who will be interviewing you. Your interviewers may not have the time to print out your resume or may have lost the copy, so always have extras. Career coach Lisa Quast said it’s best to be over-prepared. “I always recommend bringing four to five copies because you never know when things will go so well that the hiring manager will have you interview with others from the department or with the hiring manager’s boss. They might also ask you to leave one or two copies for HR personnel. It’s always best to have more copies than you’ll need,” Quast wrote in her Forbes column. 

2. Change of clothes: Accidents happen. This is especially true when you’re nervous. If you stop to get a cup of coffee or grab a bite to eat before the interview, it’s possible you could spill your snack all over your interview outfit. The University of Southern California career center recommends bringing additional clothing just in case you have a spill. Men should carry an extra shirt and tie and women should bring an extra blouse and pair of stockings. Make sure to carry your items in a professional bag. 

3. Directions to the office: Now is not the time to get lost. Prepare beforehand by taking a trial run to the interview site. Also keep a copy of the directions on you the day of the interview. If you leave early, know where you’re going, and carry a copy of the directions with you, this will reduce your chances of being late. Career expert Heather Huhman also recommends having the contact information of the interviewer readily available. “Print out directions to the location of your interview, especially if you’ve never been there before. The worst thing you can do is get lost, which will make you late, which will most likely make you lose the job. At the top of the page, write down the name and contact information of your interviewer. This way, if something does go wrong on your way to the interview, you can let them know,” said Huhman in her column for Glassdoor.



 

4. Research about the company: Spend any down time you have before the interview going over your research about the company. This will help keep the information fresh in your mind so that you can quickly and intelligently answer any questions related to the employer. How well you’re able to answer questions about the company shows that you’re prepared and serious about the job.

5. A list of questions: When it comes time for you to ask questions, the pressure of the interview could make you draw a blank. You can avoid the potential embarrassment by having a list of questions in front of you. Don’t be shy about bringing a list of prepared questions. Your main goal should be to ask questions that show you’re passionate about working for the employer and that you have taken time to think about and prepare for the interview. Human resources expert Ruth Mayhew says you can read from your list without being awkward by mentioning in passing that you have a list of questions with you. “Many recruiters wait until the end of the interview to ask, ‘Do you have any questions for me?’ in which case you should say, ‘Yes, I do, and I hope you won’t mind that I glance at the notes I’ve made. I want to make sure I understand everything we’ve discussed.’ No recruiter is going to stop you from asking prepared questions or questions that you’ve come up with during the interview. The key is to let the interviewer know that you have prepared some questions to ask without actually asking for permission to look at your notes,” advised Mayhew in her Houston Chronicle column.

Why the First Few Seconds of a Job Interview can Make or Break You.

 

Making a great first impression in a job interview can be the difference between getting an offer and getting passed by. And according to research, you may only have a few moments. 

People make snap judgments about each other within one tenth of a second, a  Princeton University study shows. In a blink of an eye, hirers draw conclusions about your likability, trustworthiness, competence and aggressiveness.  

And, the study suggests, those first impressions stick: Hirers quickly begin to expect you to conform to the ideas they've just begun to form about you. If you seem familiar and friendly, you could get an offer. If you seem sloppy or overly aggressive, you could be overlooked.

To make those first few moments of your job interview count, follow these rules career experts say are crucial: 

1. Dress the part: "Your wardrobe should be clean, pressed and well-fitting," says Amanda Augustine, career advice expert for TopResume. "The goal is to look like you belong at the company."  

The career expert suggests job candidates do some investigating into the job's dress code by asking around within your professional network.  

"Do some reconnaissance online and with your professional network to determine the company's dress code," she says. "If the organization is laid-back, dress as you believe they would for an important meeting with a client." 

2. Arrive on time: Nobody wants to look or feel rushed at an interview. Being punctual will help you relax.

"I recommend arriving 15 minutes before your scheduled interview so you have time to register with reception, complete any paperwork, use the restroom to freshen up," Augustine says. "Get your bearings before the interview begins."

3. Pay attention to body language: The goal in a job interview is to appear "confident, professional, and friendly," Augustine says. A firm handshake, a smile and eye contact are crucial to that.

Not making eye contact makes you appear nervous, says career coach Becky Berry. "Keep your head up."

4. Sound professional: When people are nervous, they have a tendency to raise their voices a bit, studies have shown. Resist the urge, experts say.

"We tend to tighten the vocal chords when we are tense, and the high, sometimes screechy sound does not sound powerful," says Patti Wood, a body language expert and author. "Bring down your voice." 

Courtesy: CNBC.

4 Job Interview Questions That People Screw up the Most.

When it comes to acing your job interview, one important piece of the puzzle is how well you answer each question. An insufficient answer could make or break your chances of snagging the job.

Career expert Lavie Margolin said practice makes perfect when it comes to wowing the hiring managers. “Advanced practice will give you an opportunity to think through your work history to have the points you are most proud of and those that apply to your present job search at the forefront of your memory. It will also help you research any information about the position you are interviewing for in advance so that you come across as a serious applicant,” said Margolin in Winning Answers to 500 Interview Questions. 

The Cheat Sheet chatted with Lorna Hagen, senior vice president of People Operations at OnDeck, for more insight into the questions to watch out for and how to answer them with grace. Here are the questions Hagen says many candidates don’t get right.



Question: Can I get you a cup of coffee? Water?:  

Common mistake in answering: “Oh, no thank you, I’m fine!” 

Example of better way to address the question: “Yes!” Walk with the interviewer to retrieve. This is usually in a separate room from where you’ll be interviewed, so it will give the candidate an opportunity to see more of the office and understand more of the perks and culture. Is there a kitchen with free beverages? Is the office quiet? Are people working in offices, cubicles or community desks? Having this first-hand look allows the candidate to assess the space, the people, the vibe and the culture. It also allows the candidate to determine if it feels like it might be a good fit.

 

Question: Why didn’t you graduate college? 

Common mistake in answering: An emotional response usually happens (financial difficulties, family issues, etc.) 

Example of better way to address the question: Candidates need to recall the reason why they left school and then own the decision. Candidates should talk about the personal growth that came from having to make the decision, the lessons learned and experiences gained from the time out of school until present. Showcasing continued learning and advancement regardless of an earned degree can prove attributes that are normally associated with traditional schooling.

Question: Why are you leaving your current job? What’s wrong with it?

Common mistake in answering: Talking about the misfortunes of the previous company (I don’t agree with management’s decisions. My boss left so I left. The company was going down the toilet) is never the way to go.

Example of better way to address the question: Candidates need to pivot the conversation and talk about their personal growth, professional goals, and how the new organization can help them achieve this. Talking down about a current or previous employer is an indication that the candidate might do the same to a future employer.

Future employers are testing for judgment with this type of question. Does the candidate know what to share and what not to share? Will the candidate be trustworthy with confidential and proprietary information? At OnDeck, openness is a core value. We also trust our team members to be responsible with proprietary information and to use good judgement when talking about our products, people and processes. It’s paramount for us to find someone who shares these same qualities 

Question: Tell me about yourself.

Common mistake in answering: Most candidates begin with personal information such as “I was born…” or “My parents…”

Example of a better way to address the question: Although this sounds like a personal question, it’s not. This type of question provides a window into a candidate’s life and offers the opportunity to highlight professional successes and achievements. Candidates should think about the timeline of their professional life and walk the interviewer through the highlights of their resume, but with added context and color. For instance, you can offer a story or anecdote to fill in the blanks as to why you left a certain company or why you relocated.

Courtesy: CheatSheet.

5 Types of Employees Who Are Not Management Material.

You may have your eyes set on the corner office (and the bigger salary that comes with it), but you’ll never get there if you’re not management material. Getting promoted at work isn’t just a matter of paying your dues. If you want a position with more responsibility and better pay, you need to prove you have what it takes. 

The best candidates for management positions are motivated and have strong leadership skills. They’re also good with people and have business expertise, according to a survey of executives by The Creative Group. 

“Being an effective manager means more than giving orders and making sure projects are completed on time,” Diane Domeyer, executive director of The Creative Group, said in a statement. “Leaders must inspire their teams and boost employee engagement to steer their companies to greater heights.”

Even employees who excel in their current position may not have the talent to be great bosses. And many of those worker bees are OK with not being management material. Only one-third of people surveyed by CareerBuilder said they were aiming for a leadership position at work. Just 7% were hoping to become a C-level executive.

Some people, however, are itching to work their way up the ladder at work and are wondering why they haven’t yet been tapped for a management position. If you’re one of them, your own behavior may be to blame. If you recognize yourself as one of these five types of employees, you may not be management material. 

1. The control freak: The micromanaging, control freak boss is the stuff of employee nightmares. This perfectionist manager wants to be involved in every decision, from approving the font used in the big presentation to choosing which snacks are stocked in the break room.

Control freak bosses make for unhappy employees who can’t reach their full potential. Of people who’d worked for a micromanaging boss, 68% said the dynamic was bad for morale and 55% said it decreased their productivity, a survey by “Accountemps” found.

Being unable to let go is not only annoying for your employees, but it’s also stressful for you. If you can’t trust your subordinates to make the right decisions, you might not be management material.

2. The responsibility dodger: Passing the buck is harder when you’re the big boss. Employees who are in the habit of blaming their failings on others won’t fare well once they’re in a management position, when it’s much more difficult to shift responsibility. Though bad managers may try to point the finger at employees when deadlines aren’t met or a critical mistake is made, they’re ultimately responsible for making sure the team meets its goals. 

“[Being a manager isn’t just a matter of getting a pay raise and getting to boss people around. When you’re the manager, there are no excuses,” Liz Ryan, the founder and CEO of Human Workplace, wrote in a blog post for LinkedIn. “If someone goofs up, it’s on you, because you hired them and you trained them.”

3. The wishy-washy leader: Do you hem and haw over the tiniest of decisions? Are you guilty of making choices and then changing your mind? Is setting clear goals difficult for you? Then you may not be great management material. While good managers listen and adapt, they must also be strong leaders who can guide their team to success. 

“Can you lay out a vision for your team, set goals and timelines around it, hold people accountable to meeting those goals, and be disciplined about saying no to activities that won’t drive you forward toward your objectives? Many managers struggle with pieces of this — especially saying no to projects that sound worthy but belong lower on the priority list.” HR expert Alison Green wrote in an article for U.S. News & World Report. If the idea of having people looking to you to make big decisions gives you a headache, a management position may not be the best choice for you. 

4. The slacker: People who are already having trouble doing their current job aren’t likely to set the world on fire as a manager. Being the boss means more responsibility, not less. Thirty-two percent of CFOs surveyed by Robert Half said balancing individual duties with the need to oversee others was the most difficult part of being a manager. Slackers need not apply, in other words.

While chronic laziness may not make you management material, it won’t always stand in the way of a promotion at work. You might get a bump just because your current boss wants to get rid of you. 

“We see a lot of organizations where managers will even promote a low performer just to get them out of their department,” Leadership IQ CEO Mark Murphy told NBC News. 

5. The too-nice team member: Jerks get promoted for a reason, and it’s not just because they’re bullies. Making difficult decisions and being able to criticize others is part of being a manager. Those are tasks the more tender-hearted tend to shy away from.

Managers who are too nice “don’t give tough feedback, shy away from going to bat for their teams, and give in too easily to demands,” according to the Harvard Business Review. As a result, the conflict-averse boss can drive away good employees and jeopardize the success of big projects. 

Research has also shown that nice people – especially nice guys – are paid less than those who are less agreeable. “We believe we want people who are modest, authentic, and all the things we rate positively to be our leaders,” Jeffrey Pfeffer, a business professor at Stanford, told The Atlantic. “But we find it’s all the things we rate negatively … that are the best predictors of higher salaries or getting chosen for a leadership position.” 

Courtesy: CheatSheet.