It’s short answer Saturday — seven short answers to seven short questions. Here we go…
1. New hire is trying to take my office
I have been working at my current job for over 3 years as one of the 4 managers. Less than three months ago, we hired a manager of development. Since the day she started, she has demanded an office with a window and a bigger space so she can have three of her own desks so she has enough working room. I was just told by HR that it might be a possibility that I will be moved out of my office and to a smaller office. This office I will not have room for my conference table to meet with my department and current clients and I will no longer be situated with my department. I have the largest department in the company, with 5 employees, and the development manager has 1 other employee (not yet hired). Is this move a fair and smart move? I am currently in charge of the only department that brings in revenue, being that we are a non-profit company. I just feel I am being stepped on by the new hire and the HR and Executive Director have caved into her. Any thoughts would be greatly appreciated.
No, of course it’s not fair or smart. Assert yourself and point out that it makes no sense for the reasons you have here.
2. When a recruiter wants your social security number
I had a recruiter contact me for a job, and over the phone in the first conversation, they wanted my social security number for a contract position. Is this legal and a normal practice?
It’s legal, and it’s not unheard of, but it’s not something you should give out. They don’t need your social security number until they’re paying you (or doing a background check). Explain that you don’t give it out when there’s no valid reason for it, because of concerns about identify theft.
3. Should I give interviewers copies of my personality test results?
I was interviewed for a position and was asked to take a Predictive Index test online. After the test, I was scheduled for an interview, where I asked for a copy of the results. I am very fascinated by this type of testing and just wondered what insight it could give. Well, they did gave me a copy, and I must say it is pretty accurate. Here is my question: Should I make copies of the results and give them to other interviewers at other job interviews?
I sometimes feel as though I am not always able to “toot my own horn very well,” and I wondered if perhaps this might help do this for me. There is not anything adverse on the results, just a good explanation of my strengths and abilities. I have not done this as of yet, but if you think it is a good idea I will have some copies made on nicer paper.
No, absolutely not. It’ll seem weird.
4. Bringing a cover letter to an interview
Once you have applied online for a position with a cover letter and a resume, and then you have an interview, should you take the same cover letter with you? Or should you take a revised letter to hand the interviewer with the hard copy of your resume? I have done it both ways. Will they take the time to look and see that the second one is different, or am I stressing about a mute point?
Don’t bring a cover letter to the interview at all. A cover letter is to introduce your candidacy to an employer; once you have an interview, it’s unnecessary. It would be weird to hand them a cover letter at the start of your interview.
5. Listing government-subsidized work on a resume
As a nonprofit, we get “free” help, 20 hours a week for 13 weeks, from workers who in exchange get paid through a government subsidy, as well as getting training/experience in an office setting, with the hope that it will increase their likelihood of getting full-time work. Many of them list us as their employer, which is really a misnomer. How should I advise them to write this work experience on their resume? And should they mention it was a government program (i.e. would/could an employer hold it against them that they were on public assistance)?
Why is it a misnomer? They’re working for you, and you’re functioning as their employer. Of course you should allow them to list it as a normal job on their resumes, and no, they don’t need to mention that it’s through a government program. Work is work.
6. Saying you’re okay with a salary range when you’re really not
I received a phone call for an interview, and before we went any further, they gave me the salary range. Of course I said yes, but I’m not comfortable with the salary range. If I interview well and I’m offered the job, would it still hurt to negotiate salary? I have a feeling that they will reiterate the salary range again during the interview.
Agggghhh. If you wouldn’t accept a particular salary range, don’t say that you would. If you’re offered the job, you can try saying that now that you know more about it, you think it’s worth $X, but you’re in a very weak negotiating position if you’ve already agreed to something else, and you risk pissing them off since they cleared it with you up-front.
7. Interview questions about conflict
I’m a recent grad searching for my first “real” job. I’ve had a few interviews already, and the one question that ALWAYS gets me is the “Describe a time you had a conflict with a co-worker, how did you handle the situation?” The first time I got asked that question, it kind of threw me of guard (I didn’t prepare for it…) so I ended up responding with an exaggerated situation of something that happened at one of my past jobs. Since then, I’ve had time to think a bit more about something that did actually happen, and I really cannot come up with anything. Truth is I’m a very non-conflicutal person (I hate conflict, but I will voice my disagreement about things in the workplace – to me conflict is way more loaded than disagreement). I’ve been using this exaggerated situation in job interviews just because I can’t think of anything else.
Anyway, my question is, would it be better to say something along the lines of: “Honestly, I’m a fairly peaceable person, and tend to avoid conflict because I just really don’t like it. However, that being said, I’m not afraid to voice my disagreement,” and give and example of when I disagreed with someone, we talked about it, and agreed on a compromise. I wouldn’t classify it as a “conflict” per se, but merely I disagreed with the way in which someone (not my direct supervisor, but someone above me management wise) was doing their work (which ultimately effected my work).
The answer you’re giving qualifies as “conflict” for the purpose of this question. They’re not looking for an account of a screaming match; they want to know how you handled a disagreement, and that’s what you gave them. No need to exaggerate the details, or to talk about conflict-avoidance.