Do You Interview People Who Offer You Work?

You’re Asking Questions Too — Right?

We often walk into potential work conversations thinking the person offering work needs convincing that we can do the job. But wait a minute. Not every job, not every contract is a great fit. Work situations are mutually beneficial. That’s why there’s compensation involved.

What about making sure the fit goes both ways?

In a 2008 Harris Interactive Survey, respondents were asked to describe their affection for their current position based on the following responses: I like my job so much I’d marry it; I like my job enough, I’d date it seriously; It’s ok, I’d date it casually; I don’t like it, it won’t last long; or I hate it, I want to break up with it immediately. Key findings show that employees lack deep affection for their current position:

• Only 9% of all survey respondents said they love their job so much they would marry it.
• Conversely, 14% of respondents either hate their job so much they want to break up or they don’t like it and it won’t last for long.

A 2009 Harris Interactive Survey on job satisfaction might make us think even harder about needing a little convincing ourselves. A few questions of our own could save us from being among …

• 36 percent of workers [who] said they believed top managers acted with honesty and integrity
• 29 percent [who] believe management cares about advancing employee skills
• one-third of all workers [who] feel they have reached a dead end at their jobs

If we know value our investment going in, we’re more likely to be among the lucky…

• 20 percent [who] feel very passionate about their jobs
• less than 15 percent [who] feel strongly energized by their work
• 31 percent (strongly or moderately) [who] believe that their employer inspires the best in them.

Clients can also make or break how we satisfied we are with our work. Joseph Carrabis describes the main bad client behaviors include

• dangerous or risky business decisions.
• disregard of your suggestions in favor of their own research or opinion.
• Unmanageable and / or inappropriate behavior.
• refusal to make decisions while demanding that you make them.
• Lack of respectful communication, preparation, participation

And don’t forget the clients who stretch, break, or fail to keep contracts.

Building a strong professional personal identity is a safe guard as well as a concrete career strategy. We can steer clear of obvious bad fits and check more deeply those that interest us.

Become self-aware. Gaining an objective understanding of your abilities, preferences values and interests is a fundamental step in determining the best career fit. Career Vision suggestions for increasing job satisfaction

Whether we’re looking for a company or client work, honesty is the best policy.

It is best to be honest about who you are and what you want from a job. Honesty will also create a better match between you and your new employer. What’s the sense of faking it through a series of job interviews, just to take a job you don’t like or that doesn’t suit you? You’ll just end up repeating the entire process as you look for yet another job! Careerbuilder.com

A great working relationship matches a person’s skills, potential, goals, and personality with the needs, potential, goals, and culture of the business. A great working relationship – career or contract — starts with three questions. The boss or client wants to know …

• Can this person do the job or project?
• Will this person do the job above expectation?
• How will this person fit with the team or culture?

We should want to know three things too …

• Can this person and this company support a position or project like this one?
• Will this person see, lead and manage my work in ways that allow me to excel?
• Is this a company culture that is a good match for me or my business?

The first pair of questions is objective — about ability, experience, and resources to execute the job? The other pairs of questions are subjective — about attitude, passion, personality and values. It’s tempting to reach for a “right” answer. The right answer is being convinced that the value exchange goes both ways.

When we know our unique value, conversation about aligning goals and values becomes natural and fluent. We trust people to understand us, because we know what we’re saying is true. Discussing competence, resources, and needs becomes an honest test of the strength of the potential relationship.

How do you interview people who offer you work?

–ME “Liz” Strauss
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