The Future of Recruiting

The Future of Recruitingleistungspunkt Andrey_Popov/Shutterstock A decade ago, you probably wouldnt have thought that yur speaker could deliver dad jokes on command. You probably wouldnt have expected to see ads on yur social media apps for that product you were just texting your friend about either. Yet, here we are.Technology is changing the world as we know it, and that includes how we do business. Whether its for the better is up for debate nonetheless, if we want to keep up, we must adapt.Hiring managers should acknowledge these advances and invest in smart recruiting. Otherwise, theyll be left in the dust with no smart robot vacuum to clean it up. Hereare three modern recruitment trends and how to adopt them.Targeted recruiting adsHave you ever searched for a specific product on one of your devices, then saw an advertisement for it on another device while scrolling through Instagram later that day? If so, youve been targeted but dont worry, its no t as bad as it sounds.Our devices know a lot about us, from our interests to our location. And while that might seem invasive, its the price we pay for being so digitally connected and reliant today. Because of this, marketing efforts can reach more applicable consumers rather than random ones.For instance, if youre a bookworm who follows profiles of book reviewers on Instagram, purchases novels on Amazon once a week and searches book quotes on Pinterest in your free time, then you might see more targeted ads for book-related products. This tailored process benefits both brands and consumers.The same goes for recruiting ads. Job searchers of a specific industry will want to see career opportunities relevant to them, and you can increase the likeliness of this happening by using the right keywords, job descriptions, and details on your ad.Many recruiting software applications and services help you target candidates, placing your ads in front of the right people with the right skills and experience. Targeted ads are seamless, save time and create opportunities for both the hiring company and the job searcher. Searching for recruiting software? Check out our best picksArtificial intelligence (AI)With AI on the rise, companies should consider investing in technologies that simplify the hiring process. AI can eliminate time spent reviewing cover letters and resumes, sending out job postings, sorting through applications and on other applicant-tracking processes it can also make their openings more accessible to the public, according to Danny Shteinberg, CMO of Gloat, an anonymous recruitment platform.Corporations, SMBs and even sole proprietors looking for freelancers in the gig economy are increasingly relying on AI to streamline the hiring process, added Keith Johnstone, head of marketing atPeak Sales Recruiting.According to Forbes, AI has the power to assess everything from innate empathy and politeness to attention to detail and cultural fit, thanks to its natu ral language processing (NLP) and machine-learning algorithms.Hiring managers are able to make better-informed decisions as AI tools are capable of assessing thousands of candidates almost instantaneously, selecting the most suitable person for a specific role and the company, said Shteinberg. Hiring is becoming smarter, making recruitment easier and more effective. As opposed to HR managers spending the bulk of their time sifting through cover letters and application forms, they can concentrate on other HR matters, such as employee retention.However, this is not always without fail. Just as AI can adopt menschenfreundlich behaviors, it can also adopt human prejudice, whether subconscious or not. Johnstone noted that using AI for recruiting sometimes leads to bias, which prevents diversity in the recruitment stage.According to Johnstone, if recruiters went by some AI algorithms, many accomplished individuals, like Steve Jobs and Anna Wintour, would be weeded out due to their lack of degrees.In other words, AI can make recruiting more black and white than gray, going only by the books. To benefit from AI, you should invest in the latest tech that, as Forbes noted, uses NLP and advanced algorithms, and enaya it is programmed without discrimination or back-end politics playing a part, said Shteinberg.While AI in recruitment is being rapidly adopted, hiring managers and human resource teams should begin by first educating themselves on the technological options available, then start asking the right questions, added Johnstone.He recommended asking yourself these questionsWhat problem am I trying to fix?What does success look like?What does failure look like?What are the unintended consequences?Do I have the time, energy, and resources needed to implement, manage, and scale these programs should they work?If the technology makes sense, slowly integrate it following a test-and-learn approach, he said.Search engine optimization (SEO)There is more garbage on the inter net than there is gold. You dont want your job postings to get tossed in the bag just because you didnt invest your time evolving like other companies.Improving your SEO increases the visibility of your recruiting ads. There are many simple ways to do this, but one of the most important is making sure your website is mobile-optimized.Many job seekers opt to apply from their mobile devices. In fact, according to Indeed, 78 percent of millennials, 73 percent of Gen Xers and 57.2 percent of baby boomers have used mobile job search as of 2016. If your application process isnt optimized for mobile devises, you miss out on quality candidates simply because you failed to adapt.Another way to achieve better SEO is by utilizing social media, which is not only a place to connect with your friends it is your friend.Capitalize on the various tools each platform offers, such as Facebook for geschftsleben and LinkedIn Recruiter. You can also simply focus your attention on building your brand and its digital presence by interacting with consumers and sharing content that reflects who you are and what you believe in.Have one of your employees take over Instagram Live for a behind-the-scenes look at their job or an event theyre attending. Actively respond to your Twitter followers in a manner that attracts attention to your page. (Ever read Wendys feed? Youll thank me.) Share Snapchats of new products.Even if you focus on one single platform, its better than lacking presence altogether. This traffic will boost your ads and encourage the right applicants to want to work for you. Sammi Caramela Sammi Caramela has always loved words. When she isnt working as a geschftsleben.com and geschftliches miteinander News Daily staff writer, shes writing (and furiously editing) her first novel, reading a YA book with a third cup of coffee, or attending local pop-punk con certs. Sammi loves hearing from readers - so dont hesitate to reach out Check out her short stories in Night Light Haunted Tales of Terror, which is sold on Amazon. Start Your Business Business Ideas Business Plans Startup Basics Startup Funding Franchising Success Stories Entrepreneurs Grow Your Business Sales Marketing Finances Your Team Technology Social Media Security Build Your Career Get the Job Get Ahead Office Life Work-Life Balance Home Office Lead Your Team Leadership Women in Business Managing Strategy Personal Growth Find A Solution HR Solutions Financial Solutions Marketing Solutions Security Solutions Retail Solutions SMB Solutions About Us Contact Us Partner with Us Copyright Policy Terms of Use Privacy Policy Do Not Sell My Personal Information Advertising Disclosure Sitemap 200 Fifth Avenue, Second FloorWaltham, MA 02451infobusinessnewsdaily.com Copyright document.write(new Date().getFullYear()) All Rights Reserved. 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7 Managers Share The Best Ways to Connect With Introverted Employees

7 Managers Share The Best Ways to Connect With Introverted Employees Leaders need to engage and connect with every employee, whether theyre an introvert or extrovert. Yet, it can be challenging to connect with the former, especially if youre extroverted yourself. You find it easy to speak up in groups, interject in conversation and make small talk. This comes naturally to you, making it hard to understand any other way of communicating.While introverts are different from you in the way they communicate and work, they still want to be treated as valued members of the team, suggests Meg Manke, Culture Leadership Expert and Senior Partner at Rose Group Intl.She explains Introvert, extrovert, quiet or loud, were all looking for a sense of tribe and engagement. The best way provide that experience is to invite them in, ask questions and show you care.Read about how seven leaders do exactly that, allowing them to connect with these introverted employees.1. Solve environmental challenges.T he modern workplace provides one of the fruchtwein common challenges for introverts, suggests Elena Carstoiu, COO of Hubgets.Most workplaces are built to stimulate collaboration and somehow seem designed for extroverts. Starting from the large open spaces, up to the constant interruptions that shatter their focus at work. And lets not forget the endless meetings where they need to speak up in front of many people.If you want to connect with introverted employees, you need to solve this problem first and forefruchtwein. While you dont need to redesign your entire office, Carstoiu suggests, Create a culture where personal flow is respected. And design the internal communication in a way that caters for focus at work as much as for productivity.How can you do that? Start by polling employees. Use their responses to re-think your company culture and how it can best benefit every employee. If you want to learn more about personal flow, Carstoiu suggests reading Flow The Psychology of Opt imal Experienceby Mihaly Csikszentmihalyi.2. Focus on their inherent strengths.Leaders are often told to embrace the strengths of their employees, and Joy Altimare, Chief Engagement and Brand Officer at EHE, echoes that sentiment.As the leader, you should understand the importance of complementary skills sets to strengthen the holistic team, she emphasized.The value introverts offer are many, including being calm and focused, and able to concentrate. Remember that even if introverts are quiet in their approach, they can still be valuable to the progress and success of the team.To better connect and recognize their strengths, Altimare suggested Express to them that you understand that they possess a skill that compliments the others on the team (or within the organization), and that they were chosen to be a part of a greater whole.3. Eliminate anxiety in performance.Were often performing in the workplace whether were sharing ideas with a large group of people or taking a call with a customer. Thats why Deana Criess, the Director ofIBcreative, the corporate training teilen of ImprovBoston, suggests focusing on this element. While speaking in front of people is often challenging for most people, this aspect of work can be especially challenging for introverts.Eliminate the anxiety by making the experience of performing more supportive.Being alone in front of an audience can be terrifying for anyone. Thats what I love about improv it is a team sport. I am out there with my team, and I know that they have my back and I am not alone. It doesnt all rest on me, says Criess.Criess suggests setting up a ordnungsprinzip where teams present, rather than solo individuals. This reduces anxiety and also allows introverts and extroverts to connect more effectively.Extroverts begin to trust more deeply in the introverts knowledge and expertise, and introverts begin to trust more deeply in the extroverts support and leadership.4. Become a better listener.Raj Shah, a senior mar keting manager at TakeLessons Live, is an ambivert whos managed many introverted employees. His best method for connecting is simple deep listening.Shah explains, contrary to popular belief, introverts like conversationbut often hold back because extroverts cant stand moments of long silence, and tend to be on alert to respond. Instead of having one-sided conversations, Shah suggests practicing letting the other person speak without interruption.Especially in one-on-one settings, where introverts are most receptive, deep listening allows them to feel at ease, to feel respect, and to feel trust, which enables them to converse and connect with you the same way an extrovert person does, he said.Shah recommends reading,The Excellence Dividendby Tom Peters, a book that profoundly helped me improve the quality of my interactions with others.5. Be aware of your body language especially in group settings.I pay close attention to body language when in a group setting Ill adjust my tone, lan guage, body language, and adjust the personal space buffer based on how its received, explainsJessica Thiele, Director of Marketing for VL OMNI. The subtle clues and cues you give with your body language and tone of voice impact how well youre able to connect with introverts, because you may be saying things you dont mean.Thats why Thiele is careful in larger group settings, always focused on respecting the different personality types in the room. Whats more, she encourages others to participate in ways that she knows will make them feel most comfortable. Her top tip Humor is great for breaking the tension and easing someone into a discussion, Ive found.If you want to connect with introverted employees, leverage your emotional intelligence and empathy in the same way Thiele does. She says, Its all about approaching interactions with the understanding that not everyone has had the same life experiences as you, nor does everyone experience life in the same way.6. Make 1 on 1 time for introverts.An introvert may not talk about their ideas in a group setting, but that doesnt mean they dont have thoughts to share. This is why 1-on-1 meetings are so important for connecting with introverted employees, suggests Kris Hughes, Senior Content Marketing Manager at ProjectManager.com.Weekly or semi-weekly one-on-one meetings with introverted employees are a great way to get to know them as individuals, and what they like to do outside of the walls of the office. Breaking down this barrier makes rewarding these team members for a job well done much more sincere and personal. This further solidifies your relationship and the team members willingness to go the extra mile, Hughes shared.This meeting time also gives you a chance to remind introverted employees of their contribution to the team, even if theyre not comfortable sharing in a group setting. Its easy to miss this critical piece of leadership when youre solely engaging with extroverted employees who share their ideas openly and regularly.7. Give introverts the time they need.In many cases, introverts take longer to process and respond than an extrovert. Thats why, Erica McCurdy, Master Certified Coach forLunaNavsuggests, As a leader, recognizing when an introverted worker isnt in the mood to chat is a huge bonus. Leave the door open for a conversation to happen at a pace and timing that works for an internal thinker.The best way to do this is by using phrases that respect their need to think through responses. McCurdy suggests using phrases like, think about it and get back to me, or let me know what you think.This lets the introverted employee know they have permission to take some time to formulate an answer and you are willing to receive the answer at a later time, suggests McCurdy.

Millennial Allegiance How My 2-Week Temp Job Turned Into an 11-Year Career

Millennial Allegiance How My 2-Week Temp Job Turned Into an 11-Year Career In the business world, the millennial reputation is mixed. Were known for ur talent but also our turnover.The median job tenure for a Gen. Y employee is just two years, according to a PayScale report a far cry from the seven-year average for baby boomers. Another studyfrom Elance-oDesk found that 53 percent of hiring managers found it difficult to find and retain millennial talent.Ive watched friends change jobs and often entire careers several times before their 3othbirthdays. As for me, however, Im in year 11 of my first job. I was 19 years old when I took a two-week temp position working for a data company, which became part of Nashville-based tech firmEdgenet. At the time, my intent was to make some quick cash while I figured out what I wanted to do with my life. Well, I happened to really enjoy my stint at Edgenet, and the rest is history.Ive been asked mora than a few times why I havent explored new opportunities. In the tech industry, after all, competition is pretty fierce for the best perks. And while all-day snack bars and game rooms get the cool factor, for a lasting work environment, its important to make sure that connections to employees run deeper than games and free food. (In fact, the ping-pong tables in a tech firm has become a stereotype and not a good one.)From a millennial perspective, here are my tips to help employers conquer the great divide between Gen. Yand the other generations.1. Give Us FlexibilityMillennials idea of work doesnt always fit into a 9-to-5 schedule. We have busy lives in and out of the office, so we value the ability to manage work life and home life interchangeably. Promoting a strong work/life balance and offering remote working opportunities go a long way in showing your Gen. Y employees that you value them. A take time off when you need time off policy and even something as simple as encouraging employee s to take personal calls at work (my office has special pods for that right outside the conference room) shows the company values all of your time, not just on-the-clock hours.2. Dont Let the Work Environment Become StaleIn most millennials eyes, change is excitement, and its something were used to. We went from VHS, landlines, and dial-up to on-demand streaming video,smartphones, and Wi-Fi all before many of us were out of our parents homes. We grew up on change, and we thrive on it.In my 11 years with Edgenet, the company has evolved dramatically. The company hastaken me along for the ride, giving me opportunities to grow both personally and professionally. With each promotion, Ive learned something new, which is essential to keeping the attention of the most educated generation to date. I even had the chance to move across the country to Nashville and reenergize my personal and professional lives.3. Be Honest With Your EmployeesIf there was ever a time to be completely open and transparent with your employees, this is it. Millennials value being in the know, and, thanks to the Internet, we expect it. This goes for the workplace, too. We appreciate open and honest lines of communication between all levels of the company, and we expect to be held to the same standard. Sharing plans for the business and giving us the opportunity to offer input and be taken seriously in doing so is invaluable to earning our loyalty.4. Open the Door for ProgressMillennials often want to know where we fit in the big picture. If we dont binnensee a clear path to growth and a desirable role, we already have one foot out the door. Be frank with your employees about their long-term potential within your company, and listen when they express their desires for change, whether its more responsibility, the chance to try a new role, or an idea to move the company forward.Become a trusted mentor to your employees and guide them along their professional journeys to reach their goals. Eve n if those goals dont happen to be at your firm, letting us know that youll help us get to where we ultimately want to be is an incentive to stick around.5. Show Your AppreciationMillennialswant to stand out and feel valued as individuals. Our professional selves and work selves are intrinsically connected, and we find excelling at work to be personally gratifying. A handwritten note or some praise for great work in front of peers lets your employees know that their hard work and talent arent going unnoticed. Share how the work we do makes a difference to the company. If we feel valued and connected to firm goals, we have purpose and thats something were constantly thirsting for.Millennials may get a bad rap for corporate loyalty, but because we are relative newcomers to the workforce, businesses are still trying to figure out how to work with our generation. You can easily win the allegiance of this generation as long as you pay a little attention to our quirks.

Internships at the United Nations

Internships at the United NationsInternships at the United NationsThe United Nations was established in 1945 to replace the League of Nations. Franklin D. Roosevelt first coined the term United Nations as a term to describe the Allied countries. The United Nations Charter was established to maintain international peace and to promote cooperative solutions to international economic, social, and humanitarian problems. The U.N. Headquarters is in New York City, and it resides in international territory. It also maintains main offices in Geneva, Nairobi, and Vienna. Jobs at the United Nations span a wide gamut of disciplines and geographies. Paths as well as functions, departments, geographic locations, and even organizations or fields of work can change during a career with the U.N. With almost 44,000 staff from 193 Member States interns can find themselves working on multi-cultural teams with people from all backgrounds and cultures. The United Nations edict is to seek solutions to com plicated problems from helping to end conflicts and alleviate poverty, to combating climate change and defending human rights. The issues are as diverse as the careers are. Staff member, with assistance from Interns, do everything from monitor elections, help disarm child soldiers, coordinate humanitarian relief efforts, and provide logistical support to carry out our complex mandates.?? Opportunities The United Nations offers semester-long full and part-time internships during the Fall, Spring, and Summer terms for undergraduates, graduate students, and recent graduates. Interns there participate in a variety of activities in support of the department for which they work. The nature of internships depends on the needs of the department the intern is working with. Searching for internships at the U.N. involves using the search engine on the U.N. website. There are job openings for specific positions as well as generic job openings, which are used to create pools of candidates f or selection across the Organization. Generic job openings contain the following text This Job Opening is for roster purposes. The application process is the same for both types of job openings, whether position-specific or generic. Objectives Expose students to the work of the United NationsEncourage them to consider careers in the U.N. or related causesProvide a framework for students from diverse academic backgrounds to utilize theoretical knowledge in practical work assignmentsTo aid the United Nations to achieve its mission. Qualifications Applicants should be enrolled in a degree program in an undergraduate or graduate school during the internship or should be a recent graduate with a demonstrated interest in the United Nations and international development. Locations New York City Bangkok, Thailand Beirut, Lebanon Santiago, Chile Nairobi, Kenya Geneva, Switzerland Vienna, Austria Addis Ababa, Ethiopia. How to Apply To apply for internships with the U.N., visi t their website. Applicants should submit a current resume and cover letter online, with the letter being addressed to Intern Administrator. Only Online Applications will be considered. The resume and cover letter should be in Word or pdf format. Only completed applications, with both a resume and cover letter, will be considered. International Opportunities The United Nations has a truly global workforce. In the last decade, the Organization underwent a dramatic transformation to be more responsive to needs around the world. Today the U.N has a more reactive field-based operation, with 60 percent of its staff working in locations all over the world. Efforts such as the Office for the Coordination of Humanitarian Affairs, the Office of the United Nations High Commissioner for Human Rights, the United Nations Office on Drugs and Crime, and the United Nations Environment Program have rtlich offices all over the world to allow them to respond rapidly to emerging issues that call fo r their expertise and assistance. Due to the International nature of its mission, there is a myriad of Internship opportunities abroad with the United Nations through their offices in Bangkok, Nairobi, Geneva, Beirut, and Santiago. These can run the gamut from Economic Affairs in Lebanon to Humanitarian Affairs in Thailand to Information Technology in Kenya.

UNCF & Merck announce scholarships

UNCF & Merck announce scholarshipsUNCF & Merck announce scholarshipsThe United Negro College Fund (UNCF)todayannounced scholarships and fellowships for 37 African-American students of biology and chemical science, in partnership with Merck Co. behauptung scholarships are open for all students studying at a four-year college/university and include summer research internships at Mercks Research Laboratories, where they are paired with a mentor.They also provide funding to the science departments of the recipients college.According to a study done by the National Academy of Sciences in 2006, only 15% of undergraduate students received their degree in natural science or engineering. Compare this to other countries graduation rates of 38% (South Korea), 47% (France) and 67% (Singapore) and the disparity is starkly apparent. The presence of minorities in specialized fields, especially the sciences has been a concern for a long time now. These scholarships help, but not enough.Employers ne ed to become better participants in preparing the coming decades workforce, whether it is monetary, offering available resources or intangibles like mentorships, internships and shadowing opportunities. Partnering with educational institutions and organizations is just the first step.

Here are five ways to help you get a year-end raise

Here are five ways to help you get a year-end raiseHere are five ways to help you get a year-end raiseIts the fourth quarter of the year and at many workplaces that means one thing year-end reviews are coming up. This is a golden opportunity to leverage your hard work all year long into a pay raise for the coming calendar year, but thats easier said than done.Most larger employers will use this time to issue a static, across-the-board raise, or sometimes to even take benefits away, depending on how the company performed over the year. Meanwhile, smaller companies might not have any end-of-year review process in place at all.Either way, a little preparation can go a long way to ensuring that youre able to make the most of this year-end opportunity to make your case and land a raise.1. Schedule a year-end reviewThe first step to getting a raise is toask to ask. You obviously cant just swing by your anfhrers office and casually ask for a salary bump. You want to first ask for dedicated time devoted to discussing your performance and compensation.I like to frame it as asking for a meeting to discuss your future at the company. Its your way of signaling to your anfhrer that you want to learn, grow, and advance. But its also a way of setting a serious tone. Most importantly, it gives your boss time to prepareherself.You can do this in person or via emaille, and I recommend taking the initiative to suggest a few times, preferably at the end of the week. That way, however things go down, youll both have a whole weekend apart to do some individual reflection.2. Prepare your caseManagers at larger organizations go to great lengths to formalize the review and raise conversation in part because it makes it mora difficult for you to advocate for yourself. Dont expect them to roll out the red carpet for you to make your case.Come prepared with a list of your achievements and accomplishments from the past year. Did you save the company money? Did you increase retention and re duce turnover? Help maintain a happy, productive team? Raise funds? Reduce costs? Keep clients and customers happy?Make sure to explain how you went above and beyond the call of duty. Real talk just showing up and doing your job doesnt warrant a raise. You need to demonstrate with stories and metrics, whenever possible why youre deserving of somethingmorethan your base salary.Dont forget to know thy audience. Frame your achievements in terms of what matters most to your boss in particular. What are they most concerned with? Play into their hopes and fears about the team today and tomorrow. Because what yourereallytalking about when discussing the future of your position, is the risk your employer faces if you are dissatisfied enough to leave.3. Make a specific askDuring your review, expect to get feedback on your performance in addition to providing your own take on the matter. Assuming the majority of your employers feedback is positive, nows the time to make your big move.Even i f they offer a standard across-the-board raise, be prepared with a specific ask of what youre looking for moving forward. Higher pay? How much? Be specific. More vacation days? How many? A commission structure so your pay is more directly connected to your productivity?Whatever it is, tailor your ask to what matters most to you and what might be easiest for your employer to give a little on. If the budget is super tight, flex time and the ability to work from home might easier things for your employer to give on. Have a few prioritized asks in mind to specifically present to your employer. If youre top priority gets flatly rejected, dont be discouraged. Pivot to your next priority.4. Be pleasantly persistentWomen demonstrating assertiveness like the assertiveness it takes to ask for a raise are up against unfortunate double-standards. Were more likely to be seen as selfish or pushy than our male counterparts who exhibit the same exact behaviors. Is this fair? No way. But knowing t he bias were up against means you can take all the precautions possible to mitigate these unfair double-standards from costing you your raise.So yes, it makes sense to be especially attuned to appearing as pleasant as possible when asking for more. Smile. Lead with your intent, which is to continue to be a proud team player. Use we and us often to point to the collective benefit of finding an acceptable way forward for everyone.Be persistent and firm with your ask, but while keeping as calm and warm a demeanor as possible.Should we have to do all this? Of course not. But when it matters most, you might as well play all the cards you can in our imperfect, biased world.5. Follow up in writingIf your boss agrees to some of your requests, or if they defer and say theyll get back to you, make sure to follow up in writing to document the conversation. Email them with a synopsis of the conversation you just had, as you perceived it. Its amazing how the same exact conversation might be perc eived differently by two different people. Wrap things up with a preview of next steps, including when you expect to talk about this next.If you get consistent, solid nos in response to your requests, the next best thing to ask for is a plan of action. Can you request that the issue be revisited in 3 to 6 months? Can you leave the conversation with a clear plan on the expectations you must meet in order for a raise conversation to be on the table again?Whatever your employercangive, make sure to get it in writing by following up via email after the conversation.Cut your lossesAnd if your employer truly isnt giving you any sense of what your future at the company might look like, or what a path to promotion and advancement might entail, it might be time to cut your losses. Your path forward just might be into a new office next.If you want even more details on mastering the art of negotiation, get mystep-by-step negotiation course, complete with interactive exercises to prepare you to slay your next negotiation conversationhere.This article first appeared on Bossed Up.

3 Questions to Ask Your Would-Be Boss at the Interview

3 Questions to Ask Yur Would-Be Boss at the InterviewInterview Questions You Must Ask3 Questions to Ask Your Would-Be Boss at the InterviewIn many ways, moving ahead in our careers depends on our bosses the people who can motivate us, advise us, challenge us, or on the other hand make our lives miserable.If youve never had a boss who made you miserable, consider yourself lucky. And if you want to wind up lucky in a new job, you need to know something about your would-be boss. Thats why you should ask these three questions in your first or second interview to determine whether this is someone youd want to work withWhat words would you use to describe the people who report to you?What you want to hear A quick answer with positive-sounding words like creative, smart, friendly, or talented. The quickness of the answer indicates a good grasp of the direct reports individual qualities. The words, meanwhile, speak more about the bosss attitude toward them.What you dont want to hear A long p ause. Or worse, phrases like diligent, serious, and hard-working. These may indicate that the boss is more interested in getting the job done than in the people who get it done.If you had a problem with something I did, how would you tell me?What you want to hear A thoughtful answer spoken in a soft tone something like, Id ask you to come into my office, explain why it was a problem, and ask why and how it happened. Then, Id ask for your ideas on how we can avoid it in the future and if theres anything I can do to help you.What you dont want to hear An abrupt response such as, Id email you about it, or a dismissive statement about not letting it happen again (without offering solutions on how to avoid it). This may indicate an unwillingness to open up to you or help you grow on the job.Mistakes happen, and theyre often our best lessons for improving our skills. A boss who doesnt recognize that shouldnt be managing people.Within my first three months on the job, what are some of the things youll be expecting to see from me?What you want to hear Reasonable expectations for a new hire, such as that youre mastering the role, you work well with your teammates, you show interest in learning new things even beyond your role, and that you can be trusted to get the job done.What you dont want to hear A curt statement such as I just need someone to fill the job, or expectations that go beyond what anyone could accomplish during the first few months after starting a new job.As we struggle to recover from a hard-hitting recession, more people whove been stuck in jobs with bad bosses will be looking for something (and someone) better. Savvy employers are aware of that, and recognize that retaining key workers will be increasingly important for their future success. One of the most important ways of doing that is to grow and develop good managers who will help others grow in their work and chosen career paths.