Types of Interviews

Types of Interviews

TYPE: Stress Interview
WHAT TO EXPECT: Questions intended to make you uncomfortable and a test how you will handle stress on the job.
TIPS: Keep your cool and take your time in responding to the questions. Don’t take anything personally.

The Delicate Art of Giving Feedback

The Delicate Art of Giving Feedback
Robert C. Pozen
March 28, 2013

More generally, managers need to weigh the tradeoffs involved in making negative feedback. If you criticize your employees, you will likely provide some corrective information, but you will also put your employee in a bad mood.
If an error is so inconsequential that the corrective value of criticism is low, it might make sense for you to keep that feedback to yourself.

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The best professional advice

JetBlueJetBlue CEO Robin Hayes: How I Work

JetBlue Airways CEO Robin Hayes … management style, … and adding first class in a company that’s famously egalitarian.

The one thing a gate attendant should never say to a traveler:
“Unfortunately …”
“At JetBlue we say ‘As it turns out’ … ”

What’s the best professional advice you’ve ever received?
“Be on Time”

Person-environment fit

Jul 11, 2012
Natalie Baumgartner. Co-founder of Round Pegg http://roundpegg.com





Your personality and your brain
Scott Schwefel
TEDxBrookings. December 15, 2014
Insights Discovery Color Energies
Cool Blue
Fiery Red
Earth Green
Sunshine Yellow

Intellectual humility

How Google’s Laszlo Bock Is Making Work Better
June 7, 2016·

structured interview questions, which are proven in the academic research to be an accurate way of predicting how someone’s going to perform.

And we boiled it down to four attributes:

  1. general cognitive ability – so that’s smarts but it also relates to learning ability and general problem-solving
  2. emergent leadership. So it’s not were you captain of a football team, were you promoted to vice president quickly?
    It’s when you see a problem, do you step in to help fix it and, just as importantly, do you relinquish power and let go of it?
  3. The third is what we call Googleness … what it boils down to is conscientiousness, which gets to this question of what people think like owners once they’re here? And the second element of Googleness is intellectual humility, not real humility.
    We have people with big personalities and sometimes bruising personalities – but the kind of humility that lets you say, if I get new facts, I’m going to revise my opinions and perspectives in light of those new facts.
  4. And then the last and least important thing is actually can you do the job? – ’cause we figure if you have all the other attributes, you’ll figure out the job.