3 question interview

If you’re ever writing YOI fanfiction and, like me, are worried that, for convenience, you are not holding the characters’ habits and diet to proper, strict athlete standards, I’ll remind you that the current 3 world medalists’ interviews went like this:

“You moisturize?”

“Uh, no.”

“You ever watch what you eat?”

“Lmao, no.”

“What are your plans for later?”

“I just want to eat some instant noodles and sleep, tbh”

This might be me overthinking but, I think producers might’ve told Jillian she wasn’t coming off well with the audience already. She told CBS, Jeff, and Ika that she wanted to be in two alliances; an alliance with guys and one with girls. The one with guys was going to be her real one and she was going to snitch on the girls. Now she wants to have a number one on the other side of the house as her true alliance that she shares information with..?

Deconstructing Medical Interview Questions- Question 3- What is your greatest strength/ weakness?

This is usually an “opener” question, similar to the “Why medicine” question, it’s one they expect you to already have an answer prepared for so it eases you into the interview and boosts your confidence by giving you a question that you hopefully will be able to answer. 

So I’m going to split this into Strength and Weakness as there are two slightly different approaches to them.


Strength

This is often something people find harder than the weakness question because most people find it excruciating to show-off about themselves when asked to. A good approach if you want to remain humble but also make sure they know your greatest strength (which is probably something you’re really proud of) is to say something like “Well, one of the qualities I’ve really managed to develop through insert interesting extracurricular activity/ volunteering/ hobby here is insert relevant quality of a doctor here.” or “insert relevant quality of a doctor here by insert interesting extracurricular activity/ volunteering/ hobby”. Then briefly BRIEFLY give an example of a moment when you exercised that quality within that activity. You don’t need to round off by saying why it’d be a really useful skill as a doctor. Well, unless they ask you to as a follow up question.

The key here is to not ramble. 

“I think one thing I’ve become quite strong at through working at NEXT is staying calm under pressure. During Sales, it gets… well there’s not really any way to put it other than it is complete chaos. As staff we have to deal with lots of often frantic customers and keeping a calm head is so important so that you don’t get overwhelmed.”

I used that example to show it can genuinely be anything. 


Weakness

Here, you have to make sure that you acknowledge the often unspoken second half of the question. “What is your biggest weakness and what are you doing to work on it?”

For the love of all that is Holy, please don’t do that thing a lot of internet lists tell you to do. The whole “make a strength sound like a weakness” rigamarole. 

It is so patronising.

Instead, pick something you’re genuinely not so brilliant at which may or may not be relevant to a career in medicine and then tell them what you’re doing to work on it- that is how you bring it round and make yourself sound brilliant again. 

“I get really nervous speaking to people I don’t know very well, but obviously as a medic, being able to communicate effectively with lots of different people is essential. So to work on this, I’ve been volunteering with an activities group for children with autism. Each child requires a different approach and being able to really get through to even one child is so rewarding that it kind of just overwhelms any nerves I might have.”


So yeah, these questions aren’t supposed to be hard- it’s just that most people feel embarrassed bigging themselves up for the Strengths question and don’t know how what to admit as a weakness without talking themselves out of an Offer for the Weakness one. Be reflective, not deflective or arrogant and you’ll be fine! 

I hope that answered that one and if you have any other questions- feel free to ask. :)

6

This is my message to the USA (x)

Interview Tip #4

THE INQUISITOR. 
Have at least 3 questions prepared for your interview, preferably ones that: a) you can’t find online, and b) are specific to the job role and department of your interviewer. 

Some examples: If I started tomorrow, what would be the first thing I would get to do? How has this position been fulfilled previously, and how would you like to see the next person improve in this position? Do you have any hesitations about my qualifications?

ZIPPER 2015 Feb Edition

Q: In BTS’ songs, the word ‘dream’ comes up quite often, can you please tell us your dreams?

JIN: If we are talking about the near future, I want to achieve the 1st place with our next promotion (in Korea).

JUNGKOOK: I want to be able to hear ‘this song is nice’ from many people. 

JIMIN: I don’t mind being called an idol but I want to get past that and become a great singer.

J-HOPE: I want BTS to be acknowledged and I want BTS to become a long lasting group.  

V: I want to hold a concert in Tokyo Dome. It’s my first dream.

Q: So, when are you going to hold one?

JUNGKOOK: Ne-ne-nexttttt year! (Laughs)

V: Within 5 years? 6 years? Ah, it’s difficult? … 7 years!  

Trans: KIMMYYANG

businessinsider.com
21 things hiring managers wish you knew
Get hired by thinking like the employer.
By Alison Green, U.S. News & World Report

This is a good break down of what hiring manager want to see. And things like this are necessary. Interview etiquette and resume writing is not taught in school. Once we leave school we are left to fend for ourselves. No one teaches people how to interview properly, or write a cover letter, or even mention thank you notes. Applicants aren’t idiots, they are ignorant, but through no fault of their own. Young people spend their entire lives in school then are expected to know how to get a job like its a natural instinct. The fact is, interviews are hard to come by and even harder to land. And hiring managers need to understand that the job seeking and interview process is difficult and highly stressful for would be job seekers.

For one, job seeking is expensive. When you’re unemployed and have no income, travel costs add up quick. $5 for interviews (depending on your transit system), or gas (not to mention monthly insurance/car payments) when you don’t have income to replace it gets really expensive. Many people have to choose between eating and their interview because sometimes they can’t afford lunch or dinner that day. That’s one thing hiring managers never think about, the cost to the people they interview. Doing two, three plus interviews, only to not get the job is financially and emotionally taxing.

Deceptive job descriptions, group interviews, and other mindless questions that can be answered over the phone waste a lot of time and money better invested elsewhere. As a hiring manager, you can get annoyed that people you interview don’t know the rules. But remember, people aren’t taught this. People are annoyed and frustrated that they have to do a dog and pony show JUST TO GET BY. They have to suck up to get a job so they can feed themselves and put a roof over their head. So your inconvenience pales in comparison to someone stressing over how they are going to pay their bills. How quickly people forget how stressful job hunting is once they have one.

I’m now going to tackle each point listing in the article:

1.) Honesty: You want honesty? Most people can do most jobs with a little bit of training on your part. Most people want the job so they can make money. We live in (blatantly obvious) capitalist society. Money is the number one reason why people work. We don’t want to make your business better. “Why do you wanna work for us?” “Uhh… because I need money to live, that’s why”. You and your business are not that important. Working for THAT company in particular is not a dream come true. You want to make sure we would be a good fit. We just want to have stability. Wrong job or right job, a job is a job and it pays. Most people will figure out how to work with it.

2.) Attention to detail: I can agree with this. Keep a professional demeanor when corresponding. And don’t be rude. Obviously, you might be working with that person.

3.) Asking questions: Not every interview requires them. Some job descriptions are self explanatory. Sometimes we look up the company beforehand and that answers our questions. Maybe we get a glimpse of the working environment before or during the interview. Or maybe the interview hit all the key points and there’s no need for clarification. Regardless, not asking questions does not equal not being interested. If the person wasn’t interested in the job they wouldn’t have rolled out of bed that morning. Don’t dismiss and applicant simply because they couldn’t think of a question. Half the time, interviews are from some online ad that didn’t even list the company. There isn’t always much to go on. Again, you and your company are not that important.

4.) Thank you notes: No ones is ever taught this. Ever. Expecting one is ridiculous. Getting one is a nice gesture, but do not expect one. Again, many interviews start with an ad that don’t have direct emails. Also, if you don’t hand the applicant a business card, they may not remember your whole name, title, floor, etc. Even then, maybe the mail didn’t get sorted properly. Or your mail room attendant threw it out or forgot it. Things happen.

5.) Enthusiasm vs Desperation: So we have to pretend like you’re doing us a favor? That we happy to give up our time and much of our lives to work for a company who profits off our our hard work? Again, with the dog and pony show. Jobs are a necessity. We have to get one, or live off grid in the woods. There’s nothing appealing about waking up at 6am and getting home at 7pm, all the while scarfing down food while we run out the door. But we need to be enthusiastic. Because you doing your job is a favor? We must appreciate your time? What about our time? Are you enthusiastic to interview us? Or is it just another mundane part of your job (that you wake up at 6am for)? As for desperation, you do know that we NEED the job right? That’s why we are looking for one. We NEED the job for money. Money to pay our bills, to eat and clothes ourselves. And after countless interviews and failed job prospects, desperation creeps in. As a hiring manager, you should be sensitive to that. You should recognize that people NEED money. And after spending their savings on interviews, desperation sets in.

6.) Weaknesses: This question is a lot like the “about me” section of a profile. Not everyone is great at talking about themselves. And those who are don’t focus in the negatives. Asking about weaknesses is tantamount to asking “why should we NOT hire you?”. You may not be intentionally tripping up the applicant, but you are none the less. You should care more about the person in front of you than the job. Asking about area’s of improvement might be a better way of asking this question. Not only does it show where they might be weak, it shows introspectiveness and gives an idea on how to improve.

7.) Overqualificaiton: This one is tricky. On one hand having years of experience and having higher degrees shouldn’t bar you from a job. On the other hand you shouldn’t be applying to those jobs to begin with. Let someone with less experience have a shot. However I do understand that desperation can call for it (don’t forget to be enthusiastic about it though). But stating that you are willing to take less because that’s what the position pays? That seriously undermines your worth as a worker. That gives the company a get out of jail free card when it comes to determining your salary. No. A company is purchasing your time as a person. You set your rate. Not them. If a position only pays X amount of dollars then they will get what they pay for. You should never undersell yourself unless your about to lose your house or be evicted. Overqualification is nonsense, in that if you’re qualified but have more than what’s required then you should be compensated. Sure, state that you’re overqualified. But do not give any indication you’re willing to devalue yourself. As a hiring manager, you get what you pay for.

8.) Resume objective: Yes, these are stupid.

9.) Phone interview: Yes, it is an interview. However, managers, keep in mind that you can call them and they can pick up and they could be in the middle of something. Maybe they are cooking and can’t leave the stove. Or maybe they are on the phone with tech support and can’t talk for too long. Or maybe they were in the middle of having sex (happened to me lol). Regardless, expecting that person to go from relaxed and at home to professional within the space of a “hello” is unrealistic. Phone interviews should be scheduled ahead of time via email. It’s only polite. You don’t want to hear the TV in the background? I don’t want to talk while watching TV. A simple email with the time and a confirmation is all it takes.

10.) Job offer: No, you shouldn’t count on it. Also, with that in mind, managers, remember that you are NOT the only job these people apply to. Expecting them to know who you are, when they applied, what the business is, etc. is ridiculous. People have multiple interview. And send out even more resumes. Also remember, you may not be the only company that extends an offer either.

11.)  References: One, don’t be dick. We give you a list for a reason. Two, if we don’t provide names and numbers how do you know who to call? Three, we tell people we used them as references so they aren’t caught off guard. Which leads me to four. Four, calling people not on the list is odd (how did you find them) and rude (because they weren’t expecting). Don’t be a dick.

12.) Stalking: Agreed. Hiring managers are people too. They say by Friday? Give them until Monday.

13.) Candidate care: That’s a good thing. You should respond in some way with every candidate as to not leave them hanging. However, to further this, keep in mind how much stress they are under. Other managers don’t care and just see them as paperwork and that’s a problem.

14.) Cover letter: Individualization is only possible when you know the company you are applying to. If you’re just emailing anonymous ads off of craigslist this is not possible. Writing an individual cover letter is important for all known jobs. But from craigslist or monster or careerbuilder? No. Half the time they don’t even read it. If you’re sending out 100+ emails a day with your resume, you’re not going to write a cover letter for each one. That’s not realistic. Helpful? Yes. Realistic? No.

15.) Showing up early: Don’t. It is better to be early than late. But if you’re there a half hour early wait a block away. If it’s really hot or really cold, wait in a store. Worse comes to worse go in and tell the front desk not to call your contact yet.

16.) Subjective phrasing: Everyone does it. Everyone is a hard worker. Everyone is a leader. With that said, you should back up those statements with accomplishments of some kind. By doing so you erase the need to include those statements in the first place.

17.) Accomplishments: Include these. Describing your previous job is alright, but stating what you did is better. However, not every job as that potential. If all you did is data entry then there’s no way you had a stellar accomplishment to brag about. Some people just do their job and that’s okay. Not everyone has to seal a million dollar deal.

18.) Recent grads and experience: This is where it gets good. With a full school schedule, homework, papers, projects and god forbid a social life, where are these people supposed to get experience? Internships? For one, they don’t pay very often. How are they supposed to pay for anything? Internships (as I’ve said in the past) is essentially slave labor. No compensation but you get experience and skills. Did anyone hear about the Citi intern who worked himself to death? An INTERN. UNPAID. DEAD. No. Slave labor. Part time job? With what experience? Most part time jobs have nothing to do with that person career choice. Because most of those jobs are 9-5. And volunteering also leaves you with no money to pay for anything. But you need to pay to get lunch and transportation. The fact no experience means you can’t get a job in your field is circular. And insulting. A recent graduate, who has bachelors degree, is obviously intelligent enough to do a simple entry level job. Hiring managers who disregard a degree and point out “no experience” are the problem. It’s insulting and cheapens the 4+ years they spent in college (and racking up huge amounts of debt btw) to get the education to GET THE JOB. If experience was the only thing that mattered in the first place, then why do they need a degree? I don’t think learning about the Trojan War, the date The Parthenon was built or explaining why the curtains were blue have anything to do with data entry and sorting mail. Or any job for that matter that doesn’t directly involve history, art, or literature (I’ve made my point about college and the scam before). In short, if they have the education. FUCKING HIRE THEM.

19.) Personality: Because that’s professional. I understand you want a productive working environment, but if someone is otherwise completely qualified for the job, but you, personally, don’t really “feel” them. That’s unprofessional. If they are being rude or they are completely arrogant then yes, I understand. But if they are introverted but you’re looking for someone who’s extroverted, but it has NO baring on the job, its just what you, the manager, wants, that’s unprofessional.

20.) Being concise: Yes, important. Talk and get to the point. Important in any situation other than interviews. Personally, I hate talking on the phone for long periods of time. Just get to the point. Same holds true in interview. Talk, but be direct. Otherwise you’re rambling. I understand this. Agreed.

21.) Honest, again: Instead of stating the reason why you left, saying you are looking for something bigger and better. Don’t bad mouth your boss because then it’s assumed you’ll just bad mouth them later. Overall, interviews should be positive experience. Manager’s should be aware that people don’t always leave on the best terms.