https://www.youtube.com/watch?v=-xdn5kv8lkk
Although I have provided two ways to answer this question, I think it is more important that it sends you a signal about a potential employer. In this video, I not only answered this question, but also discussed how to flip it so that you can learn something about them too.
Why should brands do something to you?
The question is: “Did you fire someone?”
Depending on who the audience is, there are many levels of how to answer this question. I want to solve one thing before telling you how to answer this question.
There is a signal that they are raising questions to conduct investigations later to send. I’ll go into more detail later, because the signals are rarely the most Important parts question. So after I explained how to answer, I knew there would be a temptation, but hung there.
Depending on the organization, the way I answer questions may vary. For example, if this is a capital Wall Street company, its reputation is strong, aggressive…I’m here to sarcastic, but you’ve watched enough movies to know what I’m talking about. You might simply say, “Yes. I fired people before. The performances are always variable. I’m lucky to not have to deal with harassment. They happen after we’ve finished the remedial process (note where I’m going to go. All my eyes are dotted, TEES emanates, and crosses TEES), and we’re trying to get enough standards. We can’t show enough levels in height.
You do it in a very straightforward, very direct way.
Different types of companies – smaller companies, companies with a culture of caring – I will use a nonprofit here. These types of companies require different answers. You might answer, “Yes. I had to fire someone. Frankly, it’s a hard thing. Yes, we went through the remedial process, but it’s an acknowledgement that we as an organization, I as a manager, failed this person. We failed to provide an environment in an environment they can be good at.” You can execute this version, but this is a topic that can be used.
Note that the difference between the first answer is that I provide a very firm command of the difference between the difficult answer and the second answer, which is more humane. Therefore, you must Know the culture you are interviewing To know which one is used correctly. After all, strong people may not work well in nonprofits. The sensitive person is Probably not working in a hedge fund Environment, right?
This is a signal. The signal they send to you is that they have some problems. They are curious if you can get into an awkward situation and solve it for them. Do you have this experience?
So when you finish answering the question, I want you to ask this question as soon as possible by asking, “I’m curious. I should know the question I’ll get involved.” Note that this is a problem for people in leadership roles, and it is their chance to have something to do with you about what is happening or is happening.
This may give them a chance to talk about your ex, they can’t pull the trigger, let go of the person they need to let go, and therefore decide to leave. Or, it might get them to start talking about the issues you need to solve. Their opportunity is to share with you what you are involved with. It marks an excellent opportunity for you to explore.
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About Jeff Altman, Big Game Hunter
People hired big game hunter Jeff Altman to not offer BS career advice worldwide, because many things in his career in the people are easier. These things may involve job search, More effectively hire, manage and lead better career transitions, and advice on solving workplace problems.
He is the producer and former host of “Base-free Radio” and is the first podcast in iTunes, which offers more than 3,000 episodes for job seekers.
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https://www.youtube.com/watch?v=T03MHO0Q3MC
