career growth Archives - Females In Food

Get Ahead of the Curve – How to stand out at work during times of crisis

March 7, 2022January 3, 2022 by Angela Dodd

It’s no secret. The world, as we know it, is undergoing a time of crisis. No country or continent is a stranger to change, but perhaps we’re not used to such a unified sense of confusion.

However, rather than feeling helpless or like a sense of impending doom is hanging over you, we encourage you to take this time to work on yourself, continue to flourish and endeavor to find new ways to stand out in the crowd. For many of us, our jobs are in a state of flux. Whether you were working towards a promotion before now, or you were actively hunting down that next role, here are a few things that you can start doing to keep pushing your career forward.

… Because we will come out of the other side of this – and you can come out stronger than you might have thought possible…

Networking in isolation

It sounds kind of counter-intuitive/impossible… but it really isn’t.

Just as you jump on Houseparty or Facebook to call your family, you could be sipping a virtual (or real) latte over a chat with your colleagues. You could be organizing catch-ups with your seniors, showing initiative and going out of your way to ‘see what you can do to help’. Those that reach out are remembered! Get yourself on Zoom and start networking in isolation! (Hey, no one needs to know you’re only wearing a pantsuit on your top half…)

Stay present in your industry by catching up with others in the same field. For us, that’s our Females In Food community. Together, we discuss the challenges we’re facing in our relative roles, discuss where we’re going next, and mastermind the moves we need to make to keep on growing – all whilst supporting each other in our individual journeys.

Be a social butterfly

Sure, you can’t gossip over the water-cooler or grab an after-work cocktail with your colleagues, but that doesn’t mean you can’t have lighthearted, inspiring, or insightful conversations…

Use your social presence to boost your professional brand. On LinkedIn, reach out to people and start conversations. Keeping your network small does nothing for you – you might think that it keeps you safe or protects your professional presence, but it actually renders your profile ineffective. Don’t be afraid to comment on relevant threads, jump into debates (with an air of impartiality) and post your own thought-provoking insights.

As with networking, no one remembers the person who said nothing. Add something constructive to the conversations around you and get your name out there in a professional and targeted way. Think about what your future employer or promotion-deciding-seniors would want to see from you…

Be an initiative taker

There are so many ways in which you can take initiative in your role, especially if you’re currently working from home. Operate under the premise of doing things before they are asked of you… for example:

Send update emails or reports to your boss on a regular basis, before they ask for them.
If you’re customer-facing, do the same thing. Update customers and get in touch with them before they start asking you questions.
If you’re currently out of work, take the initiative within your own schedule. Work on your social profiles, spruce up your CV, take some classes or undertake industry research.
Don’t stop applying if you’re looking for a new position. Industries such as the food industry are still hiring – because these industries must remain stable, no matter the global or economic climate.

Within specific industries, the initiative might look different.

In supply chain, that might involve preparing for a shortage of drivers or forecasting demand ahead of time.
In foodservice, you might want to consider the rerouting of your product offering. If people can’t enter your premises, how can you go out to them? Have you created a re-opening plan? What strategies can you use to encourage people back through the door?
In marketing, how can you futureproof the image of your business? What pivots or initiatives could you introduce to protect the current business’ goals? How could you console and pacify your customers?
In food science, stay sensitive to the short term demands of this crisis, but don’t neglect your edge of innovation. Stay current and stay curious.

Future proof yourself

If you’re finding that you have a little more time on your hands than normal, excellent! Now is the perfect time to do all those ‘better-myself’ tasks that were on your pipedream list.

Whether you’d like to take on a secondary qualification or start a project on the side, use this time to bolster yourself in your industry. Like we’ve said before, the action takers, talkers, and do-ers are the ones that are remembered. How could you make yourself indispensable when this all blows over?

Overwhelmed with it all

Now, while there are a lot of tips in this article, it’s important to avoid analysis paralysis.

This is a stressful time. You’re entitled to feeling overwhelmed – in fact, you’re entitled to a few days under the covers, pretending it’s not happening. But don’t let that become the norm – don’t let overwhelm rob you of these opportunities.

Create a plan of the things that you want to achieve and just hit one thing at a time. Lists that are as long as your arm, that never get ticked off, are just going make you feel like an instant failure. Pace yourself, prioritize, and take the breaks you need.

Leadership vs. Management: What’s the Difference and Why it Matters

October 20, 2021October 14, 2021 by Angela Dodd

Every manager isn’t a leader, and every leader isn’t necessarily a manager. It’s easy to assume that the two positions are one-in-the-same, but they’re actually not mutually exclusive. And if that’s true, then the concept of leadership and management must be vastly different. So, what is the difference between leadership and management, and why does it matter? Let’s dive in.

What is Management?

Indeed.com defines management as “the coordination and administration of tasks to achieve a goal. Such administration activities include setting the organization’s strategy and coordinating the efforts of staff to accomplish these objectives through the application of available resources.” All that to say that a manager is the person responsible for administering and guiding the tasks. Common skills of a manager include critical thinking, problem-solving, time management, goal setting, and execution. They’re the tactical person on the team that sets expectations, plans, performs, and manages the team along the way.

What is Leadership?

Leadership is the act of leading. It’s when an individual, group of individuals, or organization is in a position to influence or guide others. Leaders motivate employees to accomplish a common goal and lead by example. They’re innovative, empathic, communicative, and have a vision. Leaders are self-aware employees who focus on developing others for the common good of the individual and the organization.

Key Differences Between Being a Leader and Being a Manager

The key difference between managers and leaders is that managers define goals and instruct employees to achieve them while leaders inspire employees to achieve those goals. Leaders earn the respect of others and foster a respectful team environment. Their actions speak louder than words, and they make the right decision even when it’s not the easiest decision.

Why it Matters & How You Can Become a Leader

Great managers are also great leaders, but great leaders can come from any level in an organization. A manager, by definition, is in a position of authority at a business to manage a team. But leaders, on the other hand, can exist at any level of a business no matter where the individual is in their career. From individual contributors to managers to executives, everyone has the ability to lead others.

So, what steps can you take today to position yourself as a leader in your organization? Try these:

Lead By Example

Be the type of leader you want to work with by leading by example. You never know who is watching and who may become inspired by your actions because everyone can inspire.

Develop and Foster Relationships

Connect with individuals across your organization. From interns to directors, everyone matters, and everyone plays an integral part in a company’s success. Make it a point to foster the working relationships you have and reach out to those you don’t know.

Be Equitable and Inclusive

Leaders are thoughtful. They take everyone into consideration when making decisions, and they’re equitable. From their views on gender parity and race to remembering to pick up a special treat for the employee with a food allergy during a birthday celebration, they’re inclusive and recognize every individual’s efforts and contributions.

Communicate Effectively

Regardless of your position, communication is vital. Every employee needs to be able to communicate their aspirations and needs. Great leaders communicate often and effectively.

Have a Positive Attitude

Carrying around a negative attitude isn’t going to inspire or motivate anyone. There’s always a silver lining to be found, even in the toughest of situations. Be kind and have a positive attitude. It’s more contagious than you think.

8 Books That Will Take Your Career to the Next Level

November 9, 2021September 20, 2021 by Danielle Doolen

There’s nothing like a good book to provide you with a few words of wisdom, especially as it relates to your work life. No matter what phase of your career you’re in, here are eight books that are guaranteed to help you level up your career.

How Women Rise: Break the 12 Habits Holding You Back from Your Next Raise, Promotion, or Job

by Sally Helgesen and Marshall Goldsmith

If you need to identify and break the habits that are holding you back, look no further than How Women Rise by author, speaker, and leadership coach, Sally Helgesen, and American leadership coach, Marshall Goldsmith. Through their years of expertise, they’ve helped women reach greater heights in their careers by knowing their unique strengths and identifying common behaviors that prevent them from rising to the next level, like reluctance to claim achievements, building rather than leveraging relationships, the desire to be perfect, and more. This book will give you the clear path forward you’ve been looking for.

You’re Worth It: Navigating Your Career in Corporate America

by Ha-Keem Abdel-Khaliq

This new release will help you figure it all out. Ha-Keem Abdel-Khaliq is an accomplished speaker, author, and Associate Vice President in Human Resources. In his debut book, he explores the fundamental truths about working in corporate America and uncovers the critical insights that will position you for success across your career.

The Politics of Promotion: How High-Achieving Women Get Ahead and Stay Ahead

by Bonnie Marcus

When you’re trying to understand and navigate office politics to score that promotion you deserve, author, executive coach, and international speaker, Bonnie Marcus, will tell you everything you need to know in her book The Politics of Promotion. Bonnie will teach you why excellence and achievement are not enough to get ahead and how networking with power and intention can make all the difference. This book provides you with a proven method to become a bigger player in the workplace so you can avoid mishaps that can add years to your climb up the ladder.

What Next? Your Five-Year Plan for Life after College

by Elana Lyn Gross

If you’re just starting out in your career and need a plan for your future, this is the book for you. Journalist, Elana Lyn Gross, breaks down everything you need to know about how to navigate your career and life after college, including how to write your resume, interview tips, and more. She also dives into finances, wellness, and relationships, because we all know how important mental and financial health are to our work and life. Even if you’ve been out of college for a few years, this book is the survival guide you’ll wish you had when you graduated.

The Confidence Code: The Science and Art of Self Assurance – What Women Should Know

by Katty Kay and Claire Shipman

Journalists, Katty Kay, and Claire Shipman, dive into science to help us answer the question, “Does confidence come from our genes, or can we learn it?” They visit research from leading psychologists who explain how we can become more confident by taking action and courting risk. The book dives into interviews with women leaders as they examine how they have tapped into their confidence and how a lack of confidence impacts our leadership, success, and fulfillment at work. Becoming confident requires a choice, and this inspiring and insightful book will show you how to harness the power of confidence to become your best self.

Power Moves: How Women Can Pivot, Reboot, and Build a Career of Purpose

by Lauren McGoodwin

As CEO and Founder of Career Contessa, a career site built for women, Lauren McGoodwin teaches you how to harness power moves to actively guide the direction of your career. With real-life examples from successful women, a handbook filled with practical information and advice, and a foundational tool kit organized into four critical sections: self-care, relationships, career, and money, you’ll be able to develop a daily power moves habit to help you make big moves today.

Big Magic: Creative Living Beyond Fear

by Elizabeth Gilbert

If you need to tap into your creativity to take your career to the next level, Big Magic by Elizabeth Gilbert is a must-read. Gilbert offers insights into the mysterious nature of inspiration and asks us to embrace our curiosity. By discussing the attitudes, approaches, and habits we need in order to live our most creative lives, she gives us the wisdom we need to tap into our own creativity to conquer our next venture.

The Making of a Manager: What to Do When Everyone Looks to You

by Julie Zhuo

This book is the everything-you-need-to-know field guide to becoming an awesome manager, even if you feel like you don’t know what you’re doing. Julie Zhou is the Co-Founder of Inspirit and a former vice president of product design at Facebook. In her book, The Making of a Manager, she gives you the advice you need to know to gain your confidence as a manager and lead your team to new horizons.

How to Network Virtually

September 23, 2021September 6, 2021 by Danielle Doolen

Networking is an essential business skill. Whether you love it or hate it, there’s no denying it’s important. Amid the current Coronavirus pandemic, you’ve likely traded in your high heels for slippers and may have even breathed a sigh of relief thinking you’re off the hook from networking. But, not so fast.

What if we told you that you could network from home. Yes, even in your sweatpants, if you want to. Forging valuable connections and having honest conversations aren’t canceled just because you’re working remotely. Here are five ways you can connect with the outside world, even when you’re stuck at home.

Reach out to Existing Connections

If networking gives you the cold sweats, this is the most comfortable place to start. Whether you’ve worked hard to grow your network or you can count your connections on one hand, everyone has someone they can reach out to. Think of a person you haven’t caught up within a while, like an old coworker or mentor. Shoot them an email, send them a text, or even pick up the phone and give them a call. Video conferencing platforms like Zoom, Google Hangouts, and Facetime, make virtual networking a breeze. Use this time at home to nurture the relationships you have so they’ll be even stronger the next time you can meet up in person.

Grab a Virtual Coffee

Is there someone you’ve been meaning to reach out to? Maybe you met at a previous event and never followed up, or you’re a part of the same organization and haven’t had a chance to chat yet. Reach out and offer to grab a coffee, at home that is. Schedule a time for a virtual coffee date to finally get that touch base on the calendar.

Connect on Social Media

We all have those people that we admire from afar on social media. Whether they’re the top in their field, they share great advice, or they’re a fun account to follow, reach out! If the thought of contacting your social media idol sounds intimidating, think again. While the internet can be full of trolls, most people on social media are nicer than you think. Comment on a post, slide into their DMs, reply to a tweet, or if you can find an email address, send them a quick note. Tell them how much you admire their work and their social presence. Even if the exchange is brief, it’ll feel good to put yourself out there, and they’re sure to appreciate your kind words. And who knows, maybe you’ll spark up a conversation that can lead to a great friendship.

Send a Cold Email

Brainstorm thought leaders in your organization and potential mentors that you haven’t had a chance to connect with face to face. Send them an email from your work address, asking if they want to connect. More often than not, people are open and willing to help others, especially those they work with. Set up a time for a phone or video call to chat. If you work at the same company, chances are you’ll have more to talk about than you think. Want to think bigger? Send an email to someone in your community or industry that inspires you. Tell them how much you admire their work and ask if they’d be willing to virtually meet for a 15-minute call.

Online Communities

Even before the time of COVID-19, the internet was full of online communities. From Facebook groups to webinars to organization forums, find a community related to your industry or line of work, and get connecting! These conversations should come easily because you already have a common interest. Post in a group or send an email to a speaker or panelist of a recent webinar you attended. Having a jumping-off point makes networking seem a lot less scary.

Digitally Upskilling Your Way to a Promotion

November 9, 2021August 16, 2021 by Angela Dodd

Online and in the personal development world, ‘upskilling’ seems to be the word of the moment. The dictionary defines it as the “process of learning new skills or teaching workers new skills”. Key to what we’ll be delving into in this post is the word ‘skills’ – not qualifications, not certificates but skills. Upskilling isn’t going back to college or even attending evening classes, necessarily. The thing about upskilling is that it’s a flexible way to learn and is usually undertaken digitally, in your own time. High potential employees who are stagnated, bored, clamoring for a promotion or itching to career-jump are the ideal poster kids for upskilling their way up the ladder.

But what else can you do to help increase your chances of promotion?

1. Work out what it is you really want

Before you start looking to 2020 with big aspirations and goals, take some time to work out what those are in detail. Do you want an entirely new role? Are you looking for new challenges in your current role? Or are you aiming high and setting your sights on a promotion?

Once you’ve nailed down exactly what it is you’re aiming for, you can start to examine the gap between your goal and your current position.

2. Work out why you’re not getting it

Examine your resume: where could you bolster your skills-base or previous experience to put you on the right track? Perhaps your experience and previous job roles have perfectly prepared you for the next step, but you’re lacking in confidence. Maybe your interview skills need some brushing up on, or you haven’t been getting the right training from your current company. Don’t be too critical of yourself, but do some industry research to help focus your efforts.

3. Start by positioning yourself better

A lot of the promotion game is about confidence and executive presence. From how you hold yourself and how you dress, to how effectively you communicate and deliver presentations. Your educational background isn’t the be all and end all – progression often comes down to negotiation, tenacity and grit! Develop a ‘don’t ask, don’t get’ attitude – could it be possible that no one even knows you’re on the hunt for a promotion?

4. Show initiative

One of the most underrated personality traits is that old resume cliche: the ‘self-starter’. But, it’s still a surefire way to stand out. The World Economic Forum estimates that more than half of all employees will require significant reskilling by 2022 – so what if you were appropriately reskilled by the end of 2020? What’s more, what if you did it on your own time. Companies value employees that focus on what they can offer their job role – not what the company can offer them. If you’re not relying on company time to upskill yourself, that personal development will not go to waste. Like a gift that keeps on giving, improving your executive skills is for life – skills take you from job role to job role, and even permeate your personal life. I mean, who doesn’t want to be better at communicating what they want?

5. Package yourself up!

Now you know what you want, why you don’t have it and where you need to improve, it’s time to build the final product – YOU! You can’t change your life overnight, but you can start making strides towards the future you desire… right now. Start searching for digital courses you can take from home, specifically targeted to your focus areas.

Get Politically Savvy at Work Using These Three Tips

April 19, 2021 by Angela Dodd

When you think of office politics, what comes to mind? Maybe you think they’re dirty and unfair, and you’d rather keep out of them, or you get frustrated when you see people use office politics to advance their careers. But what if we told you that learning to navigate office politics is precisely the skill you need to master to score your next promotion?

It’s called being politically savvy. It’s a concept author, executive coach, and international speaker Bonnie Marcus discusses in her book “The Politics of Promotion: How High-Achieving Women Get Ahead and Stay Ahead.” Bonnie has a passion for helping professional women gain the visibility and credibility they need to have a fulfilling career, and her teachings will help you do just that: get ahead.

In her book, Bonnie explains the importance of becoming politically savvy. If that sounds intimidating, don’t worry. It’s not a natural trait that you are born with; it’s a skill to be learned. And the good news is that you don’t have to feel manipulative or evil when you’re using and honing your craft.

So, what does it mean to be politically savvy? It means you have a deep understanding of the dynamics of your office, from who has influence beyond their official job responsibilities to being aware of what other people need. At its core, it means you know the office politics in your workplace, and you can navigate them like a pro.

If you think that it’s easier said than done, think again. The most important thing you have to do is simple: pay attention. You have to be aware of how your company operates and what’s going on in your organization, within your job responsibilities and beyond.

If you’re looking to move up in your organization, you have to understand that you can’t do it alone. You need to build relationships with key players and influencers that will advocate for you and your abilities. Work with your eyes and ears open.

According to Bonnie Marcus, if you want to be politically savvy, you need to pay attention to these three things.

The Rules

When you think of office politics, this is likely what comes to mind. It’s not so much the written rules, like what’s in the employee handbook, but the unwritten rules. Understanding the unwritten rules of your team and company will provide you invaluable information.

For example, what your company’s expectations are for answering emails outside of working hours could differ from what your boss actually expects. Were you told not to worry about checking your email on the weekends, but come Monday, you find out that you missed out on an entire email exchange about an important project. These are essential nuggets of information because the first time you miss that email, it may not be a big deal. But if this continues to happen, you may be positioning yourself as less valuable than your coworkers simply because you’re not responsive.

Power and Influence

Think about who has power and influence in your organization. Who’s responsible for making key decisions? Keep in mind that title doesn’t always correlate with power. Those with lesser job titles may have more influence than a top-level manager. Find the people within your company that your coworkers turn to for advice and who influence key decisions, like promotions. It may be your boss or your boss’s boss or someone in a completely different department. Also, this sphere of influence will likely shift throughout your time at a company—just another important reason to always stay observant and aware.

Once you know who the key players are, get in front of them. Network. Network. Network. Building and nurturing relationships with people that understand your value and will advocate for you and your career progression will pay dividends when it comes to annual review time.

The Culture

Pay close attention to the culture of your organization. What are the workplace values? Is there gender bias in your company or industry? Do women receive the same opportunities and support as men? Is the company conservative, liberal, innovative, or archaic? Having a grasp on the ethos of an organization will serve to your advantage when you’re trying to figure out how to handle a situation.

When you keep these three areas of your organization front of mind, you can develop strategies to navigate the political climate of your company while building a strong network of advocates. Understanding office politics is essential to your career and your career success. Once you accept that they are a natural part of the professional world, you’ll be able to master them and become politically savvy.

For more tips on how to navigate office politics to level up your career, we highly recommend checking out Bonnie Marcus’ book “The Politics of Promotion: How High-Achieving Women Get Ahead and Stay Ahead.” It takes a deep dive into the political dynamics of an organization, and it provides clear instructions for women who want to utilize relationships with influential people in their company to get that next promotion. Get your copy at Amazon.

7 Things to Do in Your First 90 Days as a New Manager

April 12, 2021 by Danielle Doolen

What to Do in the First 90 Days on a New Job

Any time you step into a new role or start at a new company, you want to put your best foot forward. This is especially true when you get promoted from an individual contributor to manager. Those first 90 days are a chance to prove yourself and show the company they made the right decision selecting you for the job.

The first 90 days in a new role are a time of learning and growth. Some people are natural-born leaders, but for others, it may not come as naturally. If you want to set yourself up for success in your new role, here are seven things to do in your first 90 days as a manager.

Get to know your team.

Whether you’re a brand new manager at the company or you’ve been promoted after years of hard work, get to know your new team. Your team’s success is a direct reflection of you and your leadership, so it’s essential to spend time learning about them. How do they work best? What are their career goals? What’s important to them outside of work? Set up one-on-ones to get acquainted with each team member.

In addition to forming a relationship with individuals, it’s also essential to establish a team bond. Unless you’re tasked with building your team, chances are they’ve been working together for years and have an established culture. How can your team work together to achieve the company’s goals? Spend time learning about your team dynamics. Schedule a team meeting for a more formal approach or have a team lunch (in person or virtually) if you want to keep it more casual.

Build your network.

Networking internally is just as important, if not more important, than networking externally. As a new manager, you’ll need people to lean on for advice and support as you get acquainted with your new responsibilities. Plus, there’s a good chance you’ll need to collaborate with other departments to accomplish your team’s and company’s goals. Make it a point to reconnect with existing colleagues and reach out to unfamiliar colleagues to establish a connection in your first 90 days.

Understand what’s working and what’s not.

To be effective in your role, you need to understand what’s working well and what needs improvement. From a team perspective and a process perspective, take the time to evaluate how you can improve in your new role. As a leader, you have the opportunity to impact how your team works, what gets accomplished, and how your team adds value to the organization.

Communicate expectations.

Now more than ever, you have the responsibility to grow and develop team members, achieve goals, and show how valuable your expertise is to your company. As a manager, you’ll have personal goals and team goals, and to accomplish these goals, you must communicate your expectations for achieving them. Set up time with your team to lay the groundwork and meet with your manager to understand what they expect from you.

Set realistic goals.

Think about how you can immediately add value and what you can accomplish once you get acclimated to your new responsibilities. Align your goals with your company’s company goals and their expectations for you. We all want to change the world, but what can you actually accomplish both in your first 90 days and beyond. Setting unrealistic goals will set you up for failure, so set realistic goals to keep you motivated.

Delegate.

A major difference between your previous role and your new role as a manager is you now have the ability to delegate. You don’t have to do it all yourself, and most likely, you won’t have the time to do it all yourself. Consider what tasks and projects you can offload. This not only frees up your time for new responsibilities but it gives team members the opportunity to expand their expertise. Being a leader is as much about developing your team as it is about achieving your goals, and delegating can help you do both.

Allow yourself to be new.

You are a new manager, so allow yourself to be new. You’re not expected to have all the answers or get everything 100% right. It’s human nature to make mistakes and stumble from time to time. Try to relax and be comfortable in the uncomfortable. Be kind to yourself when things don’t go as planned and know when to ask for help. Your new role will get easier over time as you gain more confidence in your managing abilities. Until then, give yourself grace because, well, you’re new at this.

45 Questions to Ask Before You Hire

April 5, 2021 by Angela Dodd

Hiring is a big decision. It impacts your team dynamic, effectiveness, and ability to achieve your goals. Make the wrong choice, and you’ve lost time and money. It can be daunting. So before you bring in a candidate or make a final decision, it’s helpful to reflect on what you want and need. Taking time to ask the important questions before you hire can be the difference between finding the right person vs. the right for now person you’ll second guess later.

Questions to Ask Yourself Before You Hire

Self-reflection before hiring a new teammate is a great place to start. Take five to ten minutes before posting a job description or interviewing a potential candidate to ask yourself what you’re really looking for in a new team member. Here are a few ideas to get you started:

What will make your life easier?

What are you looking for in an ideal candidate?

What problems keep you up at night, and how can this person alleviate them?

What do you value most: experience or education?

What would make you not hire someone?

What are your deal breakers?

What is a must-have skill that is non-negotiable?

What is your budget, and are you willing to be flexible for the right person?

What would make this person successful in their first 30, 60, 90 days on the job?

Is there anyone you know of that would be a good fit for the role?

Questions to Ask Your Team Before You Hire

Making a hiring decision impacts not only you but your team as well. Your team will benefit from thinking and talking through how a new hire will change how your team operates and socializes. Consider the following:

What are you looking for in a coworker?

What do you think is missing from our team?

How do you work best with others?

What skills and expertise will elevate our team?

Do you know anyone in your network that would be a good fit for this role?

Questions to Ask Your Network Before You Hire

Seeking input from others and how they’ve approached hiring can influence your decisions for the better. Ask for guidance from your network to know what mistakes to avoid and what helpful insight they can offer.

What’s the biggest hiring mistake you’ve made?

What do you look for in your ideal candidate?

What kind of talent do you think would benefit our company?

Where do you seek your talent?

What does your interview process look like?

Do you know anyone who would be interested in this opportunity?

Questions to Ask Your Candidate Before You Hire

Arguably the most important questions you ask in the hiring process are the ones you ask your candidate. In addition to the tried and true questions like what your strengths and what are your weaknesses, try a few of these.

What value can you add to our team?

What are you passionate about outside of work?

What’s something you can tell me about yourself that’s not on your resume?

What’s a project you’ve worked on that’s challenged you?

What’s a project you’ve worked on that you absolutely crushed?

Why do you want to work here?

What would your current manager say about you?

How would your colleagues describe you?

What are you looking for in a team?

How do you do your best work?

What skills can you bring to our team that are an immediate asset?

How do you respond under pressure?

What makes you an indispensable team member?

If you were given a task or project and you did not know what to do, how would you proceed?

What do you believe this position would offer that your current employer does not?

How do you define success?

What are you learning right now?

What are you excited about?

What are you looking for in a manager?

Do you have experience working remotely?

What’s something you’re learning right now?

What’s important to you in a company’s culture?

What’s the best job you’ve ever had?

What’s an achievement, personal or professional, that you’re most proud of?