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Some standard must-do's from the job search process, like dressing professionally and sending a post-interview follow-up thank you are here to stay. The interview itself is pretty straightforward, but at the end of the chat, there's one last opportunity to leave a lasting impression: "Do you have any questions?" Ask nothing and you risk appearing uninteresting or worse, uninterested. Ask disingenuous questions and they'll see right through it. Here are some excellent, thought-provoking questions that will seal your deal as an intentional and curious must-hire.

I saw you worked at Company A for 10 years before this, but how did you get started in this industry, and why did you make the move to this company?

Show you went above and beyond the standard company research (while still skipping a complete recap of their career journey) and they will not only be grateful for your preparation, but will also appreciate your interest. Nostalgia is a powerful thing, and inquiring about someone's beginnings reminds them of the often winding path they took. Asking a question like this allows them to leave with an empathetic and understanding attitude towards this meeting. 

What types of personalities are the best fit for this role?

The answer to this question, while potentially not your preferred response, will give great insight into the type of person who is most likely to succeed in the role. If the given response is a distant description of yourself, maybe reconsider your interest, or be intentional about favoring certain habits and personality traits so you are better prepared for the challenges.

Can you give me an example of a time someone in this role failed? What did they do wrong and what could be done differently? 

The answer to this question can be incredibly revealing. Not only will you hear specifics about a situation of disappointment for the employer, but you'll get insight on how they respond to conflict and challenges. Their answer will give a peek into how you'd be treated when failure is involved. Pay careful attention to how the employee was notified of any issues and what opportunities they were given to remedy the situation.

How do you ensure your team is continuously growing and learning new skills?

Burnout and stagnation are huge causes for job dissatisfaction and abandonment. A company that invests in their employees' skills and creativity is one worth joining. Find out what opportunities they encourage so you know the team you're joining will not only be professionally motivated, but also encouraged creatively.

Is there anything in my background that gives you concerns about my ability to fit well in this role?

Possessing an openness to feedback and a willingness to confront issues head on displays your worth as a collaborative team player. Addressing their concerns directly is an opportunity to exemplify the persona detailed on your resume: a well-adjusted professional who's willing to improve themself.

How often do employees receive evaluations and feedback?

Asking if they have a structure in place for company reviews and employee feedback provides you with an expectation for your first evaluation of success in the role, as well as an early understanding of how much they value the employee-employer relationship. You could also discover that their structure includes post-project debriefs to review anything that came up while it's still fresh in everyone's minds.

As a job seeker, having a supply of good questions can be what distinguishes you from the crowd. Be remembered, be intriguing, and be a promising candidate when you start with some of the suggested questions here. 

Posted: 4/25/2023 1:58:07 PM by Amanda Wahl | with 0 comments


Evaluating your performance after completing a project is crucial to improving your professional skills. But, it's not always easy to take a step back and look at the successes and the failures objectively. How can you know what needs improvement without a proper system of assessment? And employers, how can you groom a lean, mean, productive machine without your team knowing what's working and what isn't?

Our best suggestion? Build a project cycle that includes feedback and analytics. You have brainstorm/kickoff meetings, right? Consider adding in conversations to wrap up the project, including employee reviews as well as project analytics. Having a system that includes feedback makes open and honest communication much easier, and gives both parties an opportunity to comment on the process and final product.

Use specifics
No vague mentions of "doing better" are going to prompt any changes. Just like your meetings should end with actionable items for each person, these conversations demand takeaway points for improvement, if there are any. If you can provide numbers of any kind, even better. This makes the feedback less subjective, and gives evidence that improvement can be measured.

Don't compare
In a performance evaluation, avoid pitting employees against each other. A team should be supportive of each other, and, as they say "comparison is the thief of joy." Keep your team happy and collaborative by steering the feedback towards their individual work, mentioning specific points relevant to their performance, rather than pointing out a fellow team member's successes or failures.

Welcome critique
Being open to employee comments will make your team immensely more available to receive your feedback. Communication is a two way street, and there's no reason to target employees as the sole owners of the success of a process. Besides soliciting comments, regularly request specific points for improvement from everyone on your team after every project, whether it applies to you as an individual or the company as a whole.

Remove their personality from the equation
Try to address the behavior that needs changing rather than judging a personality. It's challenging, for example, to avoid mentioning someone's ego when discussing their tendency to interrupt, but “Your frequent interruptions stifle candid conversation,” is a more constructive comment than “Check your ego at the door.”

Your team will greatly benefit from an established system of evaluation as well as an environment that is collaborative in its efforts to improve. Be open to suggestions, and be sure to effectively provide the feedback your team is looking for. Let us know how it goes!

Posted: 6/3/2021 4:25:04 PM by Amanda Wahl | with 0 comments


43 out of 100 workers plan to look for a new job in the next 12 months, according to a recent study by global staffing firm Robert Half. Imagine what your company would look like after losing 43% of your staff, and join the ranks of employers who are "very concerned" about these findings.

why_employees_quitEmploying typical tactics like improving communication and bumping up employee recognition can help, but there are many other reasons a team member leaves for greener pastures. The reasons for professional departure range from psychological to monetary, but there are ways to retain some of your best hires without making massive changes to your company.

What make employees jump ship?

They want more money

Large debts – student debt, housing expenses, childcare expenses, car payments, and more – plague the budget of the average American, and higher salaries provide job satisfaction and peace of mind. The truth might hurt your company wallet: when it comes to retention strategies, better compensation is the clear frontrunner. The Robert Half study reports that 43% of workers leave a job for more money, with less than half of that number responding with the second highest reason:

... and more time off / better benefits

As one of the most overworked nations (with no mandated paid sick leave), it's no wonder that time off and decent benefits are heavily valued in the American workplace. Increasing vacation time, closing the office during the holidays, honoring summer Friday hours, or changing up your lunch policy are all small ways to boost morale and keep your people sticking around.

Work flexibility is becoming the norm.

More than three quarters of workers in a Crain's study say flexible schedules and remote work are the most effective non-monetary ways to retain talent. Allowing employees the freedom to work in a comfortable environment, avoiding a daily commute and working at their prime productivity throughout the day is an incredibly easy way to give your employees another reason to stay. It's not just good for your team, it's good for business - 85% of companies say productivity has increased due to greater flexibility.

There's no path for advancement

If you've hired any members of Generation Z, you might have noticed an uptick in expectations. A survey revealed that 75% believe they'll deserve a promotion after working in their position for only a year. Offering new job titles and setting a plan for career growth are potential solutions, but younger employees may just have different expectations that should be addressed directly.

Other generations feel similarly, seeking a need to feel "essential." Giving them ownership and control over their responsibilities along with a clear path for advancement results in a loyal and productive team.

They aren't learning

A third of employees who quit attribute it to lack of skill development. Workers want to contribute to companies who support their careers and professional development, so once they stop learning, you can count on an empty cubicle. Ambitious people have a growth mentality, so give them the opportunity to attend workshops or seminars and bring back some fresh ideas and enthusiasm for your industry. Retaining top talent means allowing the space for professional as well as personal growth.

They want a new boss

You've heard the saying: people don't leave companies, they leave managers. A boss with seemingly small bad habits can have a massive effect on the success of your business, so take a look in the mirror and make sure you're prioritizing team satisfaction.

We'll touch more on this topic in our next blog post, but until then, take these tips to heart and keep your top performers right where they belong – on your team!

Posted: 1/15/2020 11:12:52 AM by Amanda Wahl | with 0 comments