Truth-telling in the workplace

It’s the age of truth-telling in the workplace. #MeToo and #WhyIDidntReport are shaking things up; many people who have kept quiet for years are becoming brave enough to find voices.

What does this mean for human resources professionals? Awareness, training, and  attention to detail in reporting, as well as policies and procedures. And how does this affect other employees?

pexels-photo-622135While many victims of sexual harassment and assault feel emboldened to share their stories, others remain quiet for fear of losing their jobs or other forms of retaliation. Some employees may learn of situations involving harassment or assault in the workplace, yet fail to report these incidents for the same reasons.

Often, reporting sexual harassment or assault is difficult. Becoming a truth teller isn’t always the wide, easy path.

Let me tell you about two of my own experiences.

In my early 20s, while working in a middle management role, I was sexually harassed by a man in his 50s. He tried to convince me that I’d behaved in a way that gave him the impression that I wanted physical contact with him. He left my office angrily. He was in upper management and played a prominent role in the organization’s financial welfare.

I never reported the incident. Years later, I felt guilty for failing to report. I’m nearly certain I wasn’t the only woman he harassed. Yet at the time, I wasn’t sure how to handle the situation. Because I’d seen how similar reports were handled within the organization, I felt certain my report would either be brushed off, or that somehow, I would be the one to suffer (asked to leave or retaliated against), not him. I loved my job, and I didn’t want that to happen. So I kept quiet.

Fast forward 10 years.

I worked for a different organization. I learned that a colleague was enduring sexual harassment, and the perpetrator was in upper management. Without giving it much thought, I reported the incident. What happened afterward is the reason I kept quiet a decade earlier. I ultimately felt compelled to file retaliation charges with a government agency against the organization.

Here’s the real question I know you want to ask me: Do I regret reporting the incident on behalf of my colleague? ABSOLUTELY NOT. Were there repercussions due to reporting the incident? Yes. Would I still report the incident today? You better believe it.

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There is never a wrong time to do the right thing. 

For me, reporting the second incident felt like the right thing to do–I had no doubts about that. There will never be a time when I will withhold the truth again in my life about my own suffering or the suffering of others. As a survivor of childhood sexual assault, and adult sexual harassment, and after keeping silent too many times, I no longer have the ability to remain quiet. It is my responsibility, and thankfully, it is my right.

 

 

 

 

Part 2: What are your strengths and weaknesses?

If you’ve been interviewed more than once, chances are, you’ve been asked this common interview question every single time: “What are your strengths and weaknesses?” Trust me; you’ll hear it again. Recruiters, talent acquisition leaders, human resources professionals, and hiring managers will keep asking this common interview question during interviews.

Why? It works. It allows employers to see whether you know yourself well (or not), and it demonstrates your ability to respond to tough personal questions without including a lot of clichés which drive employers crazy. In Part 1 of this two-part series, I explained how to provide great examples of your strengths. Now let’s talk about how to provide examples of your weaknesses. This is often the part job seekers feel more nervous and uncomfortable about during mock interviews and interview prep sessions. A little preparation goes a long way; this article should help you work out the kinks and avoid stumbling over your words and thoughts during your next job interview.


If the video isn’t working properly, click here.

Before I share three primary tips with you for responding to this question, let me share one additional freebie. Do not, for the love of recruiters everywhere, attempt to spin a strength as a weakness. Don’t say something like, “Well, I’m such a perfectionist that it really ends up making it tough for me to stop working sometimes, and that can keep me from moving on to the next project.” No. That is a very 2007 way to respond to this question. I say this because a) I responded to this question in this exact manner in 2007, and b) I advised college students when I worked in career services at that time to respond in that manner. It was okay then. We know better now. So don’t do it.

Here are some general guidelines you can follow when preparing to respond to interviewers about your weaknesses.

  1. Share fewer weaknesses than strengths.

Unless the interviewer specifically asks you to list a certain number of strengths and weaknesses, list fewer weaknesses than strengths. A 3:2 ratio is fine. Don’t be self-deprecating by going on and on about areas of weakness, defects of character, or faults you’ve discovered about yourself. It’s not a sign of great self-awareness. It’s a flaming red flag to employers reading, “Do NOT hire this person.”

  1. Focus on weaknesses you can work on.

List hard skills/technical skills which can be trained or taught. Do not mention soft skills.

Soft skills are, by definition, a combination of talent and ability. If you share that you’re lacking a soft skill, employers start wondering how much you can possibly grow in the talent portion of that soft skill. Even though you can certainly take courses in communication skills, leadership, and problem-solving, employers understand that there will always be that zone of “talent” with every soft skill, and that some candidates will shine and bring more to the table in those areas than others. If public speaking simply isn’t your thing, do not—ever—point that out to an employer during a job interview.

Instead, before your interview think about three hard skills/technical skills in your career field you could share as weaknesses or areas of potential growth/improvement opportunities. Software programs, courses you’d like to take to improve your knowledge in a certain area, and joining professional organizations in order to connect with mentors are all areas of improvement for many of us. We could all do more to become better connected, more knowledgeable, etc.

When you share weaknesses like these, you’re expressing a desire to grow, and you’re admitting that you are not the end-all, be-all SME (subject matter expert). That’s refreshing to employers because no one wants to hire an egomaniac.

  1. Explain your plan for improvement.

Express your desire to take action to improve yourself and to grow. What’s your plan to improve in this areas of weakness? Share it as you wrap up your response to this common interview question.

“I am not the best at editing photos and just haven’t had much experience in previous positions with this task. Even though it’s not a primary task in this position, I’d like to take a course online in PhotoShop to improve my photo editing skills. Then I feel I’d be better suited to help edit photos when needed and be a better contributor to the design team.”

Providing interviewers with your plan for improvement eases their minds. It lets them know that if they hire you, you’ll be a proactive, self-motivated employee. Who wouldn’t want to hire someone like that?

Need more help with interview preparation? Reach out to me to schedule a mock interview/interview prep session.

Part 1: What are your strengths and weaknesses?

Have you been asked this common interview question repeatedly—“What are your greatest strengths and weaknesses?” Chances are, you’ll hear it again. Recruiters, talent acquisition leaders, human resources professionals, and hiring managers will likely continue to include this common interview question in their repertoire.

Why? It works for them. It lets employers know whether you know yourself well (or not), and it demonstrates your ability to respond to tough personal questions without including a lot of clichés which drive employers crazy. In Part 1 of this two-part series, we’ll discuss how to respond to the first part of this common interview question—“What are your strengths?”


If the video isn’t playing properly click here.

Be careful when responding to this common interview question and discussing your strengths. There’s a fine line between bragging or stroking your own ego and simply sharing genuine, realistic strengths you possess. The difference comes down to the work you put into preparing your responses ahead of time (practice, practice, practice) and your communication skills.

  1. List more strengths than weaknesses (3:2 ratio is a safe bet).

This is common sense. Unless the recruiter specifically asks you to list the same number of strengths and weaknesses, why wouldn’t you list more strengths than weaknesses? Why would you rant on and on about your shortcomings? Play up your strengths. If you list two weaknesses, list three strengths. Even if you’re not the most confident person in the world, you want recruiters to believe you are. Spend a little more time talking about your strengths than you spend talking about your weaknesses, too.

  1. Highlight your soft skills.

Soft skills, by definition, are skills which combine talent and ability. By listing soft skills as your strengths, you’re setting yourself apart from candidates who may not have similar talents and abilities. There’s a little bit of intangible magic to soft skills, and employers know that. What makes a great leader? Can leadership be taught? Sure, to an extent. But there’s that talent component to every soft skill that is certainly a gift, and if you’ve got it, you certainly want to share about it during interviews.

Be sure to qualify and quantify your strengths when you share them. Don’t just respond by saying, “My strengths are communication skills, leadership ability, and great customer service skills.” Offer real-life examples to back up these claims just as you would on your resume. “One of my strengths is communication skills. I’m comfortable speaking to large groups. I have spoken to groups of up to 75 people at once and have done impromptu presentations. I talk to clients on the phone or face-to-face to solve problems and have often been called upon by my manager to resolve conflicts when my coworkers are having difficulty with difficult customers.”

  1. Tailor your strengths to the specific employment situation.

If you research the position, company culture, organization/employer, mission statement, etc., in advance, you’ll be well-positioned to tailor your strengths to the specific employment situation during the interview. Are you interviewing for a position requiring you to analyze data but which does not require you to interact with clients at all? Then it doesn’t make sense for you to highlight your communication skills as one of your strengths. It would make more sense for you to discuss your critical thinking skills and problem-solving skills.

Are you interviewing with a company that values work-life balance and encourages employees to volunteer in the community, offering incentives to those who do? You might want to mention community involvement as one of your strengths and discuss your participation in a non-profit organization or your contribution and service on a board of directors.

Stay tuned for Part 2 of this two-part series because this common interview question involves strengths and weaknesses, and you need to prepare  to respond to the entire question.

If you’re searching for jobs, your best bet for a successful interview is plenty of preparation. Reach out to me if you’d like to schedule an interview prep session.