 |
|
|||||
Interviewers can be rude but you can't
Q: While looking for a new job, I have noticed that interviewers don't bother to read my application or even turn off their cellphones. Since they don't seem to know what my application says, they clearly aren't very interested in me. And as soon as the cellphone rings, they stop talking to me and answer it, which is really rude. How do I, the applicant, politely end the interview? May I point out to them how rude they are?
A: A job search is frustrating enough without being treated like a piece of furniture. But as long as you hope to get the job, the interviewer has all the power. So if you want to be hired, you must tolerate ringing cellphones and clueless questions.
As an applicant, you have little control. Criticizing the interviewer and walking out might help you regain a sense of control, but it guarantees that you won't get the job.
Here's what I suggest: Accept the fact that being a job applicant isn't much fun. Be as pleasant and friendly as possible during interviews. And quietly enjoy feeling superior to ill-mannered interviewers whose mothers obviously didn't raise them right.
Should you want to terminate an interview, simply say, "I've enjoyed talking with you, but I don't think that I would be a very good fit for the position you have available." Don't critique interviewers' behavior unless you want your job search to last forever.
Your assumption that they have not read your application is probably incorrect. After all, someone had to evaluate your qualifications before deciding to talk with you. Interviewers review many applications, so expecting them to commit yours to memory is rather unrealistic.
Q: I supervise a group of women whose job is to sit and enter data. No matter what I say or do, they talk nonstop, which disturbs a couple of other ladies in the area. How do you get grown women to be quiet?
A: Talking is a common cause of conflict among co-workers. Quiet and reserved employees often are annoyed by chatterboxes. And sociable, outgoing types find dead silence absolutely maddening.
Differences in hearing also can play a role. Some people automatically screen out background noise, while others hear every sound.
Expecting complete silence is probably unrealistic. After all, your employees may be talking because conversation makes boring and repetitive work more bearable. If you kill the chatter, some of them may leave.
To promote peaceful coexistence, involve everyone in a discussion about how to accommodate their natural differences. As the supervisor, you will need to define clearly what's acceptable. Then, whenever your talkers become too noisy, let them know immediately. Ongoing feedback will help them learn to adjust their volume.
You also might consider letting people wear headphones and listen to music while they work. This not only will help quiet types ignore the talking but also could provide a substitute source of sound for the chatterers.
Q: My new boss wants me to hire someone from his old company whom he highly recommends. When I interviewed the guy, I thought he was reasonably good but not outstanding. I don't think he's the best choice, but I'm not sure how to say this to my boss.
A: Definitely a politically touchy situation. If you criticize the person your manager wants to hire, you also are criticizing his judgment. And you don't want to insult this new boss at the beginning of your relationship.
The safest approach may be to focus on job requirements before you discuss the applicant. Talk with your boss about the critical objectives for this position. Identify the knowledge and skills necessary to achieve those goals. This will give you a chance to compare his view with yours and resolve any differences.
Ask your manager to assess his candidate in light of these expectations. Then you can offer your own perspective on his credentials.
Finally, review the other qualified applicants with your boss. If you have a favorite choice, highlight the value that person would bring to the position. Focus on the potential benefits of your contender, not the deficiencies of your boss's candidate.
- Marie G. McIntyre is an Atlanta-based workplace coach. Her weekly column is syndicated by Knight Ridder/Tribune News Service. Send questions at www.yourofficecoach.com.
