Interviewing idiocy
by Miki SaxonImage credit: imjstudios CC license
I read an interesting column from “someone who believes firmly in the discipline of changing jobs on a regular basis, I have learned the hard way not to be flip about such cherished rituals as group cake for the dearly departing. Newcomers who try to change the existing script often don’t realize how much damage they may inflict –particularly to themselves.”
- From human interaction—“I was accustomed to full-knuckle brawls over everything from the number of creamers to put in a mug of coffee to the company’s strategic direction, but this lot never directly confronted one another—and certainly never the boss;”
- to handling staff—“When it was time to get the low-down from some of my new staffers, I popped around and asked them to come to my office for a chat. I was quickly informed that the accepted practice is to use a special meeting request program to communicate about such matters. Furthermore, the manager is supposed to go to the cubicle of the individual—not the other way around;”
- to dress—“Coming from an industry where…it was necessary to always be dressed in full business attire…my residual formality is perceived as an unwillingness to join the group and be part of their tradition”
made me wonder what the heck went on during the interview.
this isn’t a me-focused Millennial or even a near-new grad—she was hired as a manager.
Read the article and you tell me who more richly deserves the new-hire dummy award,
- the manager who hired someone so obviously not a fit for the company culture; or
- the candidate who didn’t consider the culture before accepting, assuming that it’s always a problem, but never hers.
July 21st, 2008 at 5:29 am
Wow – no conflict, no diversity of opinion – how do they generate decisions? The bit about a meeting request program is especially chilling – not only is big brother watching, you are required to leave an audit trail. It’s too bad this wasn’t a two-way interview prior not just to the offer, but to its acceptance.
July 21st, 2008 at 10:35 am
Hi Jim, Amazing, isn’t it. Not that I’m disagreeing with you, but I wonder how accurate is is through the eyes of this person. She claims to change regularly and has difficulties acclimating to every culture she’s in which she’s been.
But, hey, you didn’t vote for your favorite for the new-hire dummy award.
July 21st, 2008 at 10:58 am
I suppose at least my third point might be modified by recalling this person’s propensity to move around – do you suppose, though, that it’s of no concern what sort of jobs she takes during this chain of adventures? Maybe not. Maybe that’s part of the adventure, of the learning process she’s embarked on.
As for the vote, I’d have to go with the manager who knowingly hired someone unfit for the corporate culture – a candidate can individually accommodate to things or move along if he or she wants, but the company and the manager have a much harder time, with much greater consequences potentially for all concerned, dealing with a potentially enduring problem.
Thanks for reminding me to vote – a good exercise!
July 21st, 2008 at 11:26 am
Sounds to me like both sides had an issue in paying attention to the workplace and knowing the culture.
I recently had a job interview (which is why I haven’t been in touch recently Miki) and I made sure to inquire about culture and attitude because I want out of the one I’m in currently. My reason for leaving: I’m bored and I hate the corporate culture I work in. So making sure that the interviewee and interviewer both have a chance to candidly learn about the “personality” of the individual and the group is (to me) absolutely essential.
I’d suggest they run on the same platform so I can vote for both as I’m not sure which is more responsible. A new hire should pay attention to their surroundings and the manager should know their own culture before bringing in an outsider.
July 21st, 2008 at 11:50 am
Well, Jim, if the learning process is part of the adventure why is she whining about it? And if culture actually matters to her than why isn’t she investigating it more thoroughly on the basis of once-burned-twice-shy.
However, the manager gets my vote, too, for all the reasons you mention and one more. Bad enough to hire a poor cultural match knowingly, but just as bad not to interview well enough to find out!
July 21st, 2008 at 11:56 am
Luke, I’m glad that you’re looking into culture during your interviews. (I’m really annoyed that you haven’t been in touch for some assistance. How often do I have to offer it?:)
I can’t agree with the same platform, however, for all reasons so clearly described by Jim.