Surprise no one. Women have achieved the highest positions in large international organizations, government and business. Gender equality is a principle that most modern people preach. However, according to the Hays Gender Diversity Report 2017, 62% of women surveyed see barriers to career development, and 65% say there are factors that prevent equal pay between men and women.

It will take a lot of time to eradicate gender bias and teach people to pay attention only to professionalism and experience. Women can indeed be emotional, but at the same time they are more intuitive, care more about the team, monitor the motivation of subordinates, and also resolve conflicts and solve a large number of problems at the same time.

How to prevent others from getting on your neck, maintain balance and loyalty of employees, and at the same time avoid being branded as a cruel and insensitive leader? To do this, there are several principles, adhering to which, you will enjoy the respect and unquestioned authority of your colleagues and employees.

Separate work from personal

A common cause of disagreement in teams is the inability to maintain boundaries between personal and work. They can wear off over time, especially when people work together for a long time. However, the manager himself must learn to separate his professional and personal life, as well as teach his employees to do this.

Female managers complain more about their inability to respect boundaries. They are often truly more inclined to empathy and sympathy, and some subordinates can afford to take advantage of this. This state of affairs can undermine the authority of the manager.

There is only one way out - do not reveal the details of your life to your subordinates and learn not to listen to the frank intimate conversations of your employees. Don't make your employees worry about your mood or work ethic, or question the adequacy or timeliness of their business decisions because of your personal life.

Agree on the rules from the very beginning

All the rules of the “game” should be immediately announced. It's fair and just. If you have just joined a new team as a manager, this is exactly what your new employees are expecting. The silence of a new boss always causes fear and destabilizes the work atmosphere. If you previously worked in the same team and received a promotion, innovations may be perceived at first without enthusiasm. However, it is not only your right, but even your direct duty and responsibility - to organize the work of your employees so that both you and those around you feel comfortable working together.

If you already communicate at work in the same way as outside of it, and the situation has gone far and no longer suits you, then you should start this conversation at the next opportunity so that your metamorphosis from boss-friend to “iron lady” does not become an unpleasant surprise . During an open conversation with employees, explain your principled position: at work and during working hours, everyone’s main task is to perform their duties professionally.

Don't play favorites

All principles of your work must be observed equally in relation to all employees. No matter how complex or, on the contrary, good relationships in the team, everyone should be as objective as possible in relation to the members of their team and the assessment of their work. If friendship begins to influence decision-making or your objectivity, then you will lose your authority as a leader very quickly and, possibly, forever.

Women managers are characterized by tact, delicacy, and also the fear of offending loyal and devoted employees. Constructive criticism can be directed at any employee, regardless of personal relationship.

In my practice, there was a candidate who was rejected because of the collected recommendations from his previous place of work. When they began to understand the current situation, it turned out that the leader of that candidate was his mother. Almost all of his colleagues gave bad recommendations, because from the outside they saw a manifestation of special treatment, concessions, and unprofessionalism.

I also once encountered the opposite example, when a female manager was unable to give adequate developmental feedback to her subordinate because they were friends. It all did not end very well: the manager did not grow professionally, the manager felt sorry for her, the employee did not work efficiently. As a result, personal relationships also came to naught, and they went to different companies.

Don't be friends against

It is in your interests not to give any reason for gossip and intrigue. From a psychological point of view, sometimes it is useful to have someone at work to whom you can vent. It is advisable that this person is not related to your direct activities, works in a neighboring department and is not associated with common projects with you. It is in this case that you can count on an objective assessment and disinterested advice.

Regardless of which side of the boss-subordinate relationship you're on, don't allow yourself to talk about or complain about other co-workers. It’s not for nothing that they say that the world is a small place. You will never guess who is friends with whom, takes their children to the same kindergarten or goes to yoga together. Moreover, you never know how a person will translate or embellish your remarks, taking them out of context. Saying something about a person behind his back is the easiest way to make an enemy at work.

A smart leader is always objective, fair and not involved in collective gossip and intrigue.

Remember who's boss

Any leader is also a person who wants to spend time with pleasant and congenial people: go to the movies, theaters, exhibitions together, celebrate each other’s significant successes and celebrate birthdays together. In addition, such events often bring the team together well, allow you to get to know each other better and do not harm work.

However, do not forget that even in moments of rest, you still remain in charge. This is what makes you a good leader in the fullest sense of the word. No matter what you do with your employees, you should always be in charge. Now your eternal task is to monitor the general atmosphere in the team, as well as take care of each individual employee not only at work. This way you will achieve the sincere respect of your employees and colleagues.

Often the question "Why do you want to work here?" sounds like a bolt from the blue. Ultimately, you took the time to write your resume and apply. Isn't your interest obvious? However, company representatives continue to ask the same thing over and over again.

Jennifer Malach, founder of New York-based 20/20 Career Solutions, says these questions are designed to gauge a candidate's knowledge.

Recruiters want to know that you have researched the company's history, its key goals and objectives, and matched your education, skills and experience to the formal requirements.

These tips will help you craft an answer that will help you stand out from the crowd.

Show awareness

"Ideally, you should inquire about the company before submitting your resume. The interview is just an opportunity to show off your knowledge," says Daniel Alexander Uzera, a career consultant in Kansas, Missouri. By reviewing the company's website and social media pages, you can draw basic conclusions about the organization's goals and objectives and how you can benefit it.

Say, “I have always wanted to work for a promising company, and I understand that the current market situation is not having the best impact on sales volumes. I think your business is stagnating, and I could improve the situation.”

Tell us in detail about the benefits you can bring

Avoid platitudes like “I know my business very well” or “I can fit into a team.” During an interview for a retail executive position, Karen Hurt, CEO of Baltimore-based Let's Grow Leaders, asked one of the applicants to drive into one of the stores and play the role of a customer. Later she asked the candidate, “Why do you want this job?” He replied, "I could improve my customer service based on what I saw in the store. I'm really obsessed with serving customers." And he got the job.

Although this practice is rarely used, you can still use this approach. Malach recalls that one of the candidates for the position of accountant managed to stand out, noting that the company had recently entered the public market and needed a specialist who knew special accounting methods. At the same time, the candidate did not forget to mention that he masters these methods and supported his words with facts. “I realized that this person could be a great addition to my team and ensure a smooth transition,” says Malach.

Say, “I've managed a variety of teams, and I'd like to help you win over millennials. I'd start by strengthening the company's social media presence.”

Place the accents correctly

If you think the question concerns you personally, forget about it. Surely the interlocutor is primarily interested in the benefits that you can bring to the company. "Many candidates talk about their cultural fit or desire to do this particular job. To stand out from them, talk about how you can apply your knowledge and how it will be practical," advises Steve Langrud, a career consultant at Grinnell. Iowa State. -

"Focus on the key skill the employer is looking for. They may want to know that you'll have fun helping the company achieve outstanding results, but that's not the point."

Say, "X has an amazing combination of reliability and steady growth, which is why it appeals to me as a place to work. My experience shows that I can improve team productivity and be a great asset to the company."

monster.com, translation: Olga Airapetova

02.08.2016 05:53

Let's be honest: the interview question is "Why do you want to work for our company?" is challenging for those just starting their career. Likewise, a job seeker might ask an employer, “Why do you want to hire me?”

INTERVIEWER: So, do you have any questions?

APPLICANT: Yes. Why do you want to hire me?

INTERVIEWER: What? Who said we want to hire you? This is just the first interview. We cannot yet say that we want to make you an offer.

APPLICANT: Absolutely right. That's why I was surprised when you asked me today: “Why do you want to work in our company?” Who says I want to work here? This is our first interview. I can’t say yet that I want to work for you.

If you look at the situation from a different perspective, it becomes obvious that the question “Why do you want to work in our company?” just inappropriate. It assumes that the applicant who comes to the first interview has already decided that he wants to get the job. But do you really hire such unscrupulous candidates?

People come to their first interview to learn more about the job and the company. The employer invites the candidate to an initial interview to learn more about the candidate. An interview is needed to clarify details. If you expect that all applicants will immediately demonstrate a 100% desire to work with you, you are mistaken.

HR people may object: “Isn’t the question “Why did you come for the interview?” does not mean “Why do you want this job?” Why not just say what you mean?

How should an unemployed person answer the stupid question “Why do you want to work for us?”

The best way to answer this is to talk about the company's mission, your intended role in it, or the initiatives you will be involved in if hired. This will show the interviewer that you have researched the company and are connecting your personal goals to its goals.

A few examples:

1. INTERVIEWER: Why do you want to work for us?

APPLICANT: As far as I understand, your company plans to develop in the field of children's literature. This industry is my first love. I started my career in children's publishing right after college. I'm also writing a children's book myself.

2. INTERVIEWER: Why do you want to work for us?

APPLICANT: I ​​like your corporate culture and your emphasis on teamwork on products. I have never liked the rigidity of traditional development methodology, and I really want to develop.

3. INTERVIEWER: Why do you want to work for us?

APPLICANT: My sister worked for your company when she lived in this region and, according to her, it was her best job. She says that she learned a lot here and that if I can get a job with you, I won’t regret it. You are currently expanding your team of customer support managers, I would like to take advantage of this opportunity.

What questions can be an alternative to the question “Why do you want to work for us?”

• What really interested you: the emerging opportunities or our company as a whole?
• What made you take the time to apply for this job?
• What made you contact us?

Translation: Stepan Dobrodumov

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At almost every interview, the question is asked about why the applicant chose this particular company for employment. Recruiter Veronika Nikitina, who works at the Contact Agency company, spoke about the best way to answer such questions.

Often during an interview you can hear the following questions: “Why us?”, “Have you been interviewed somewhere else?”, “What interested you in our vacancy?” and the like. Many applicants do not like them, because for the candidate the situation looks like they need to somehow praise the company, but it is not clear why. Of course, those HR managers who do not yet have enough experience may ask about this only because it is customary or because these questions are in some book on effective interviewing. They mostly look at how the candidate generally knows how to answer questions and voice his opinions.

However, this question is often asked in order to find out what the candidate knows about the company, how seriously he prepared for the interview, how he evaluates the employing company and how he generally feels about this particular vacancy. In addition, it allows you to identify the criteria that a candidate uses when choosing one or another offer from different employers.

How to answer such questions correctly?

Few job seekers are ready to write odes of praise to every potential employer. In reality, candidates are simply looking for a good job with a decent salary in a large company. They send their applications to 10 vacancies at once and not all of them are able to find pleasant words for each of the companies. At the same time, most interviewers are also reasonable people who understand that you have probably been to several more interviews at different companies. They themselves do not want to listen to fake stories about how their company is the best in the world. Therefore, as preparation for the interview, ask yourself these questions and find answers to them:

1. What are your real criteria when choosing a job? What is unimportant for you, and without what do you not agree to fulfill your official duties?
2. What can this company give you that is really important to you?
3. Who exactly is this employer looking for and what qualities does it value in its employees? What do you have and what can you offer the company?

By using specific facts about the company when answering a question about choosing a company, you signal to the employer that you seriously prepared for the interview and collected data. For example, you can talk about how the company recently participated in a major charity event, or that it is implementing an experience exchange program in which employees go abroad to improve their skills, or about a large year-end bonus that was held recently. And if the information you voiced is only in English (in the case of a foreign company), then this will add additional points to you in the eyes of the interviewer. It is important for every employer to know that they are being chosen thoughtfully and consciously.

What does the answer to the question about choosing a company reveal?

It is also important to think through the criteria according to which you make a choice in favor of a particular company. For some, it is important to have a high level of income, others strive for rapid career growth, others admire the company’s talented top management or its individual famous employees, and still others like the work schedule and benefits package. Once a recruiter knows what's most important to you and what you're looking for, he can compare that information with what the company is actually willing to offer its employees and draw conclusions about whether this particular job is right for you. Therefore, it is important to consider why this question is asked.

Of course, company representatives may not like the fact that candidates choose it solely because of its convenient schedule and high wages. Arguments based on the personal and professional development of employees, the level of the company’s corporate culture, or its methods of working in the market in general and with personnel in particular are much more attractive. Such motivation ensures greater loyalty of employees and the length of their stay on staff, because it will not be so easy for competitors to lure them away with higher wages.

It is also necessary to realistically assess the company's capabilities. If you say that you like a local vocational training program, but due to the crisis all such events are frozen, then you most likely will not be hired. Or you have focused on a specific manager, and the HR manager knows that he is going to leave the company. It is better to find out such moments in more detail.

And, of course, you need to prepare yourself for the question of why you chose this particular field of activity. To do this, you should ask yourself the questions above, but from this point of view. If you say that you just like working with people, it will not sound convincing, since working with people involves retail trade, HR, the service industry, and many other industries. Therefore, it is important to specifically define your position.

Interview1. Why did you choose our company? - I, like...