https://www.youtube.com/watch?v=-xdn5kv8lkk
Although I offer 2 ways to answer this question, I think what’s more important, the signal it sends to you about the potential employer. In this video, I not only answered the question, but discussed how to turn it around so that you also learn something about them.
Why should branding make a difference for you?
The question is, “Have you ever fired someone?”
There are plenty of layers about how to answer this question, depending on who the audience is. I will go to one thing 1. Before I tell you how to answer this question.
There is a signal that they are sending by asking the question that will later carry investigation. I will go into details later because the signal rarely is it most Important part about the question. So after explaining how to answer, I knew there would be a temptation to cut off but hang in there.
Depending on the organization, the way I want to answer the question may vary. For example, if this was a Capital Wall Street company with a reputation for being tough, aggressive … I’m cared for here, but you’ve seen enough movies to know what I’m talking about. You might simply say, “Yes. I fired people before. Performance is always the variable. I have succeeded by not having to deal with harassment -problems. They have taken place after we have done a remedy process (note where I go with this. All my eyes are dotted and tees are crossed) where we tried to get the execution of the standards. We couldn’t. We couldn’t.
You do it in a very blunt, very direct way.
Different types of companies – – smaller companies, companies with a caring culture – – I want to use a nonprofit is an example here. These types of companies require a different answer. You might answer, “Yes. I’ve had the accident about shooting someone. Frankly, it was a very tough thing to do. Yes, we reviewed the process of remedy, but it was the admission that we as an organization and I as manager failed this person. We failed to deliver an environment where they could excel.” You can make your version of this, but it’s a theme to work with.
Note the difference between the first answer where I offered a very firmly instructive hard answer and 2. 1, which was much more human. Thus you have to Know the culture you are interviewing With to know which one is the right one to use. After all, the hard person probably won’t work well in non-profit. The touching-fey person is probably not working well in the hedge fund Environment, right?
Here is the signal. The signal that they send to you is that they have some problems. They are curious about whether you can step into an awkward situation and solve it for them. Do you have that kind of experience?
So when you finish answering the question, I want you to turn it over by asking, “I’m curious. Is there a problem that I should know I will step in.” Ask this question as soon as you finish answering theirs. Note that this is a question to someone in a leadership role and this is their opportunity to come up with you about what is going on or has gone on.
This can give them the opportunity to talk about your predecessor who couldn’t pull the trigger and let go of someone they needed to let go and thus decided to leave. Or it can open them to talk about a problem they have that you will have to address. It is their opportunity to be more upcoming with you and share with you what you enter into. It signalizes a good opportunity for you to explore.
New hires ghost
About Jeff Altman, Big Game Hunter
People hire Jeff Altman, Big Game Hunter to give no BS career counseling globally because he makes many things in people’s careers easier. These things can involve job search, Hiring more efficiently, management and leading better, career transition and advice on solving workplace problems.
He is a producer and previously hosted “No BS Job Search Advice Radio”, No. 1 podcast in iTunes for job search with over 3000 episodes.
Tell me about an error you made
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https://www.youtube.com/watch?v=t03mho0q3mc