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Bill Gates
Co-chair, Bill & Melinda Gates Foundation
Three Things Ive Learned From Warren

Buffett
June 12, 2013
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Im looking forward to sharing posts from time to time about things Ive learned in my career at
Microsoft and the Gates Foundation. (I also post frequently on my blog.)
Last month, I went to Omaha for the annual Berkshire Hathaway shareholders meeting. Its
always a lot of fun, and not just because of the ping-pong matches and the newspaper-throwing
contest I have with Warren Buffett. Its also fun because I get to learn from Warren and gain
insight into how he thinks.
Here are three things Ive learned from Warren over the years:
1. Its not just about investing.
The first thing people learn from Warren, of course, is how to think about investing. Thats
natural, given his amazing track record. Unfortunately, thats where a lot of people stop, and they
miss out on the fact that he has a whole framework for business thinking that is very powerful.
For example, he talks about looking for a companys moatits competitive advantageand
whether the moat is shrinking or growing. He says a shareholder has to act as if he owns the
entire business, looking at the future profit stream and deciding what its worth. And you have to
be willing to ignore the market rather than follow it, because you want to take advantage of the
markets mistakesthe companies that have been underpriced.
I have to admit, when I first met Warren, the fact that he had this framework was a real surprise
to me. I met him at a dinner my mother had put together. On my way there, I thought, Why
would I want to meet this guy who picks stocks? I thought he just used various market-related
thingslike volume, or how the price had changed over timeto make his decisions. But when
we started talking that day, he didnt ask me about any of those things. Instead he started asking
big questions about the fundamentals of our business. Why cant IBM do what Microsoft does?
Why has Microsoft been so profitable? Thats when I realized he thought about business in a
much more profound way than Id given him credit for.
2. Use your platform.
A lot of business leaders write letters to their shareholders, but Warren is justly famous for his.
Partly thats because his natural good humor shines through. Partly its because people think it
will help them invest better (and theyre right). But its also because hes been willing to speak
frankly and criticize things like stock options and financial derivatives. Hes not afraid to take
positions, like his stand on raising taxes on the rich, that run counter to his self-interest. Warren
inspired me to start writing my own annual letter about the foundations work. I still have a ways
to go before mine is as good as Warrens, but its been helpful to sit down once a year and
explain the results were seeing, both good and bad.
3. Know how valuable your time is.
No matter how much money you have, you cant buy more time. There are only 24 hours in
everyones day. Warren has a keen sense of this. He doesnt let his calendar get filled up with
useless meetings. On the other hand, hes very generous with his time for the people he trusts. He
gives his close advisers at Berkshire his phone number, and they can just call him up and hell
answer the phone.
Although Warren makes a point of meeting with dozens of university classes every year, not
many people get to ask him for advice on a regular basis. I feel very lucky in that regard: The
dialogue has been invaluable to me, and not only at Microsoft. When Melinda and I started our
foundation, I turned to him for advice. We talked a lot about the idea that philanthropy could be
just as impactful in its own way as software had been. It turns out that Warrens brilliant way of
looking at the world is just as useful in attacking poverty and disease as it is in building a
business. Hes one of a kind.
Photo: Bill Gates
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Ted Burnett
philosopher and writer at Ted Burnett
Recently, I was lamenting about, both, Bill Gates and Warren Buffett. Both men have
made a fortune due to Ponzi scheme tax policies created by Congress and the president
that under-collected taxes for our Treasury. This allowed for the creation of a class of
American's known as the 1% or billionaires who virtually own most of America. Neither
have taken anytime to serve in our government like our founding fathers did when its so
desperately needed. Rather than have an economy that's organic with an ebb and flow or
"pay as you go" we've created economic bubbles that have burst twice in the past decade.
Bill Gates has made giving one's fortune away to charities or to his foundation chic while
blowing his horn in the process over returning that same wealth back to balancing our
federal budget and pay down the national debt. The generations that follow will be
saddled with debt that can't be repaid, that will have a huge impact on our economy, the
quality of our lives and our chance at enjoying a similar opportunity.
o
o
Like(39)
Reply(18)
4 months ago
LikersLaurie Arnott, Annette Sexton, Tim Burke, +36
Replies18 Replies
Phil Briggs
Voice Over / Briggs Voice & Production
Even Reagan let the government fall into debt. We should all spend less time
complaining and more time helping others. When you die, the Feds balance sheet
doesn't matter. Take Care and I hope you have a Merry Christmas.
Like
3 hours ago
Richard Carew
ceo
Why should Mr. Gates be responsible for balancing the budget or serving in the
All Mighty Government? He has virtually unlimited funds which he earned by his
own efforts not by extorting taxes like the government which produces nothing.
There is nothing government does that private enterprise can't do orders of
magnitude better. Mr. and Mrs.Gates and their foundation can do more real good
than a dozen government boondoggles.
Like(2)
19 hours ago
LikersLori Gotta and Deanne Dawes
o
Show More
Hamza & Maher

Marshalls Active Local & Global Services
Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful
beyond measure. It is our light, not our darkness, that most frightens us. We ask
ourselves, who am I to be brilliant, gorgeous, talented, and fabulous? Actually, who are
you not to be? Your playing small doesn't serve the world. There's nothing enlightened
about shrinking so that other people won't feel insecure around you. We are all meant to
shine. We are born to make manifest the glory of hope that is within us. It's not just in
some of us, it's in everyone. And as we let our own light shine, we unconsciously give
other people permission to do the same. As we are liberated from our own fear, our
presence automatically liberates others. The best people are those who make other
people hopes Hearty Greetings Hamza & Maher Geia
o
o
Like(45)
Reply(3)
5 months ago
LikersMartin Olexa, Rotimi Ashley-Dejo, Shannon Mann, +42
Replies3 Replies
Dharmada Deka
I am a fresher, just i have finished my M.Sc Biochemistry at NEHU,Shillong
Its really really amazing,your post..thanks a lot sir..
Like(4)
3 months ago
LikersRATNESHWAR PRASAD RSINH, Hamza & Maher, umair riaz, +1
Todd Beller
Senior Business & Process Analyst
Excellent post!
Like(1)
3 months ago
LikersHamza & Maher
Show More
Angie Endrud
Admissions coordinator at DSW Inc. and HDS Inc
I am very happy I stumbled on this posting. Both Mr. Gates and Mr. Buffett are two men
that I admire because they truly get the fact that the true rewards in life come from
helping others. I have made a 6 figure salary and not found the reward that I have working
in my current position. It is not glamorous and does not pay much but I have been able to
help countless homeless and low income students start over with new careers where they
are making decent money and working respectable jobs. One thing I have learned is that
you get far more out of life when you give back to others. It does not have to be the
money but sharing ones knowledge can have a huge impact on others. Thanks so much
for sharing and I look forward to reading more posts. ~ Angie :)
o
o
Like(34)
Reply(2)
5 months ago
LikersMartin Olexa, Ricardo Rodriguez, Tom James, +31
Replies2 Replies
Javeria Minhas
Prepaid and Debit Card Professional
So True, you definetly get far more out of life when you give back to others and
its the 'staisfaction' and 'happiness' at the end of the day.
Like(3)
3 months ago
LikersTom James, matabidi kumeso, and Deepen Dhulla
Max Percy
security and marketer
So very true Angie your comments and such wisdom. Thank you for sharing your
life experiences with us.
Like(3)
3 months ago
LikersTom James, RATNESHWAR PRASAD RSINH, and Deepen Dhulla
BP Lim
Sales Performance Improvement Winning More Deals FastForward Decision
Making
Every great man can be rich, but not every rich man is great! Warren and Bill are two rich
men who are great in sharing and giving!
o
o
Like(34)
Reply(2)
5 months ago
Likersbizibuild John Dwyer, Tom James, matabidi kumeso, +31
Replies2 Replies
Tom James
Senior SAP MM / MDM Consultant

I agree with you BP. When Warren put forward that the richest in America should
pay more taxes to help the national debt instead of the Government taxing the
people on low incomes more, he was sincere in this belief and had the rich rushing
to lobby Congressmen and Senators to ensure it did NOT happen. These two guys
genuinely care for the less fortunate and should be recognised for that, not
character assassinated by people with no influence.
Like(1)
1 day ago
LikersSylvia Hayward
Tim Borden
Bars, Restaurants, Clubs, Business Development
Right on BP Lim
Like(2)
3 months ago
LikersTom James and RATNESHWAR PRASAD RSINH
Scott Patrick Humphrey

SEO Manager at Geometry Global
It would be better for the entire world if your investment portfolio didn't include
Monsanto; for what I believe are monumentally obvious reasons. Thanks in advance,
o
o
Like(25)
Reply(2)
5 months ago
LikersSylvia Hayward, Tom James, RATNESHWAR PRASAD RSINH, +22
Replies2 Replies
Tom James
With you there Scott!!!!
Like
1 day ago
Mike O'Horo
Created the 1st Just-In-Time Online Virtual Rainmaking Training for Lawyers
You're right. Monsanto is evil incarnate.
Like(1)
3 months ago
LikersNOOR COUTURE
Monica A. Davis
Pres., Atela Productions, Leading Media Executive, Media Strategist, Media Coach,
Publisher, Small Business Author
Time is a precious resource that can never be regained. Therefore we must determine
whats most important to us and then plan and use our time in a way that will have the
most impact our own lives and the lives of others.
o
o
Like(17)
Reply(2)
4 months ago
LikersTom James, RATNESHWAR PRASAD RSINH, OKONKWO HENRY, +14
Replies2 Replies
Zbigniew A. Wesolowski
Owner, Zbigniew A. Wesolowski
https://www.facebook.com/prezydent2000
Like(1)
3 months ago
LikersRATNESHWAR PRASAD RSINH
Zbigniew A. Wesolowski
Owner, Zbigniew A. Wesolowski
Well said. Time is the key to the happiness of all people.
Like(2)
3 months ago
LikersRATNESHWAR PRASAD RSINH and Deepen Dhulla
Farhan Munir
Software Architect
Bill Gates - definitely an eye opener. I especially liked the fact that Warren doesn't like
useless meetings - something which I am trying to get away from. Still trying to learn how
to delegate
o
o
Like(6)
Reply(3)
5 months ago
LikersTom James, Deepen Dhulla, Vicki Rodriquez, +3
Replies3 Replies
Tom James
If I cannot justify my time to a meeting or a person requesting my attendance
cannot justify the use of my time I do not attend, simple. Time is of the most
importance in any part of your life, as alluded to by Monica above, so do not
waste it without justification.
Like
1 day ago
Deepen Dhulla
Director & CTO at TechnoInfotech
Same here.. yet learning to delegate and managing days time.
Like(2)
1 month ago
LikersTom James and RATNESHWAR PRASAD RSINH
o
Show More
Thomas Lo
Founder, NEPC
Mr. Gates, I'm curious to hear your answer on Warren's question, Why cant IBM do
what Microsoft does? Maybe on your next post you can briefly share your answer if
possible. Thanks for sharing
o
o
Like(9)
Reply
4 months ago
LikersTom James, Deepen Dhulla, Kapil Bhutkar, +6
mohammed kamil
industrous
am a young guy coming up, and am inspired by this articles of the already successful men
and hope they will guide us to be like or more than them.
o
o
Like(7)
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5 months ago
LikersTom James, Rhonda Winchester-Morris, Rishi Jhunjhunwala, +4
Monica Garcia Bustamante

Top-notch professional expert on Marketing Strategy, Leadership & Entrepreneurship.
Bilingual.
Business success and philanthropy together, more than real, nowadays a need. Great
inspiration
o
o
Like(7)
Reply
4 months ago
LikersTom James, Chakin Roah, salah boshnaf, +4
Mark Bartholomew
Venture Capitalist/Managing Director
The Mastermind of Investing taps into those things unseen by basic arithmetic, and goes
deep into the heart and spirit of man. Deep into the meaning and structure of human
existence. That's what great entrepreneurs and investors do.
o
o
Like(5)
Reply(1)
5 months ago
LikersTom James, RATNESHWAR PRASAD RSINH, Adas Faysal, +2
Reply1 Reply
stavros theologides
Electrical Engineer / Sales / Product Manager

WHEN MY MONEY AFTER I RETIRED WAS INVESTED IN ONE OFTHE
"BEST " PENSION INVESTMENT COMPANIES CIN SOUTH AFRICA , MY
MONEY WAS INVESTED IN GLOBAL BALANCE FUND . MY MONEY
WAS DECREASIG FASTER THAN MY PRIVATE INVESTMENTS WITH
MY BROKER WERE INCREASING . SIX YEARS AGO I HAD THE SAME
MONEY IN MY ANNUITY WITH MY PRIVATE INVESTMENTS WITH MY
BROKER . TO-DAY MY PRIVTE INVESTMENTS ARE THREE AND A
HALF TIMES HIGHER .
Like(2)
3 months ago
LikersRATNESHWAR PRASAD RSINH and marianne granier
Lonnie Ingram
Research Professional
My goal is to invent products for a safer life.
o
o
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Reply
5 months ago
LikersRATNESHWAR PRASAD RSINH, Muhammed Sajid, salah boshnaf, +2
GramaKeshava Ananthram
Omthara Kala Kuteera
Look back with confidence at your Peers ! Look forward to leave behind your Foot Prints
Also !!
o
o
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5 months ago
LikersRATNESHWAR PRASAD RSINH, salah boshnaf, Damon Larry, +3
Lrd. Isaac Kalu

Manager at COOPERATE-SELL GROUP
3. Know how valuable your time is..... yes that is the main point among others.
o
o
Like(5)
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5 months ago
LikersTom James, RATNESHWAR PRASAD RSINH, Deepen Dhulla, +2
Rudy Dopico
Director of Sales and Marketing
Mr. Gates, I'm curious to hear your answer on Warren's question, Why cant IBM do
what Microsoft does? Maybe on your next post you can briefly share your answer if
possible. Thanks for sharing.
o
o
Like(5)
Reply
4 months ago
LikersTom James, RATNESHWAR PRASAD RSINH, Shilpa Jain, +2
Anabella Siblesz Hernandez

Sales Associate at EWM, Realtors International in the Residential and Commercial Areas
of the Florida Market
Great minds think alike!!! Check out how decitions are made to impact today's business
market....
o
o
Like(4)
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5 months ago
LikersTom James, RATNESHWAR PRASAD RSINH, salah boshnaf, +1
Amin Jibril
Supplier Quality and Reliability Engineer at Ford Motor Company
Success comes by rising above self, counter intuitive, oh?
o
o
Like(5)
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5 months ago
LikersGeorge Odoi, RATNESHWAR PRASAD RSINH, Mustapha Samrakandi, +2
Krishna bhatt
author
A phony guy obsessed with religion and charity. It is an accident that he is in technology.
o
o
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5 months ago
LikersRATNESHWAR PRASAD RSINH, Aayush Singhi, and null
Tanmoy Bauri
Attended Birbhum Institute Of Engg. & Technology-WBUT
valueable words from genius.
o
o
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5 months ago
LikersRATNESHWAR PRASAD RSINH, Jyothi Vejandla, and Jennifer Schmalhofer
Dharmendra Tiwari
Application Specialist - LabTec at Mettler Toledo International Market Support Group
Really amazing guy with amazing thoughts. Also, like his suggestion to always have 2 or
more source of income to be financially stable.
o
o
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5 months ago
LikersRATNESHWAR PRASAD RSINH and Jyothi Vejandla
10 Things To Do Every Workday
March 26, 2013
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Ive always been focused on performance. Im a list person. I love the feeling of crossing things
off. It makes me feel productive. Plus, consistent productivity has the wonderful byproduct of
accomplishing more. Jeff Hadens recent article on Linkedin summarizes the value of having a
daily to-do list beautifully: You dont wait to do the work until you get the dream job - you do the
work in order to get the dream job.
Ive never shared this list with anyone until now.
Its the list of ten things I try to do every workday. Yes, there are days when I dont get them all
done, but I do my best to deliver. It has proven very effective for me. They are:
1.
2.
3.
4.
Read something related to my industry.

Read something related to business development.
Send two emails to touch base with old colleagues.
Empty my private client inbox by responding to all career coaching questions within one
business day.
5. Check in with each team member on their progress.

6. Have a short non-work related conversation with every employee.
7. Review my top three goals for my company that are focused on its growth.
8. Identify and execute one task to support each of my top three goals.
9. Post five valuable pieces of content on all my major social media accounts.
10. Take a full minute to appreciate what I have and how far Ive come.
This list could be longer. BUT...
If it was longer, I wouldnt be as good at getting them all done. This list is manageable to me. Of
course, I do more than these ten things every day. But, these are the ten I choose to do with
consistency. Why? Over the years, theyve proven the best way for me to grow my career and my
business. The collective results have made completing these tasks consistently; even when I dont
feel like it, well worth it.
What things do you do every day to advance your career or your business?
P.S. - First time reading my posts? Thanks for taking the time to stop by! Not only do I write
for Linkedin, but I'm also founder of a popular career advice site,CAREEREALISM,and
currently run the career coaching program,CareerHMO. I hope you'll check them both out!
If you enjoyed reading this article, you may also like:
10 Things Recruiter Wont Tell You (But I Will)

How Four Words Control Your Career Decisions
Worst LinkedIn Summary Ever
10 Reasons Happy People Get More Job Opportunities
3 Techniques To Fight Unemployment Stigma
CAREEREALISMs Founder, J.T. ODonnell is a nationally syndicated

career expert and workplace consultant who helps American workers of all ages find greater
professional satisfaction. Her book, CAREEREALISM: The Smart Approach to a Satisfying
Career, outlines her highly successful career-coaching methodology. Purchase her e-book of
CAREEREALISM for only $9.95 by clicking here !
Image credit: Shutterstock.com
Featured on:
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Posted by:
J.T. O'Donnell
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Izta Anayansi Barraza

Administradora de proyectos de RSE, Catedrtica en Gestin turstica y RRHH,
Facilitadora , Consultora independiente .
Congratulations for this articule. I want to share that in a working and not working day,
may first action by default is To pray...I need to thanks God for the gift of a new day, as
He is the real owner of my life. Regards.
o
o
Like(28)
Reply(3)
4 months ago
LikersMichael Holter, GARY RANDEL, Sara Movassaghian, +25
Replies3 Replies
Lisa Dodson
Claims Assistant at McLarens
Absolutely
Like(1)
1 month ago
LikersSobaihi Sage Femme
Frizell Benton
Sr. Diagnostic Mammographer at Emory Healthcare | Computer Info Sys major at
J. Mack Robinson, Georgia State University
Amen
Like(2)
3 months ago
LikersSobaihi Sage Femme and Shubham Sharma
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Lori Schmittle, MBA, PHR

Regional Human Resources Director at United Blood Services
I'm a list-maker as well. I don't seem to function without it! In today's business
environment it's very easy to get distracted throughout the day and lose focus on the
important "stuff." I agree with Laura, #10 is one of the more important tasks. This one
helps me keep perspective of how far I've come and what I'm working towards. Thanks
for sharing your list!
o
o
Like(6)
Reply
8 months ago
LikersSara Movassaghian, Tabatha Cleary, PHR, Debbie Carroll, +3
Jihane Boukhlet
In charge of the accounting organization at Bank Al-Maghrib
I think that "To do" lists are sometimes useful to prioritize things when we are in a hurry.
Although, in the list above, you make from chatting with a colleague, a professional
task For me, it should be more spontaneous. Dont you agree?
o
o
Like(5)
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6 months ago
LikersFranois Jacquenet, Phil George, Michael Bugden, +2
Sanjay Jain
Sr. Software Engineer at C-SAM
excellent !!!
o
o
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4 months ago
LikersGrace Jesuraja, sadi 143, and Kathy Dupree, MBA, CGFM, Ed.D. Candidate
Angela Lund
Inside Sales Account Manager at Technimark Inc
thanks for sharing.
o
o
Like(2)
Reply
4 months ago
Likerssadi 143 and Kathy Dupree, MBA, CGFM, Ed.D. Candidate
J.T. O'Donnell AUTHOR

Founder & CEO of CAREEREALISM.com | Creator & Coach at CareerHMO.com |
Syndicated Author | Columnist | Blogger | Speaker
Thanks for commenting Suman & Brandon! Actually, I have found that if you do this
routine enough, you become pretty efficient at it. Alot of it comes naturally (ie. spending
time connecting with the team, etc.). Yes, there are days it doesn't get done, but that
makes me set it as a priority to do it completely the next day. Much like exercising - if
you get in a routine, it's easier.
o
o
Like(2)
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8 months ago
LikersKarla Horn and sadi 143
LORNA ROCHA
GRAPHIC DESIGNER WITH RELIABLE CREATIVE
interesting!
o
o
Like(2)
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8 months ago
Likersrashd lalazahi and Radi Wardat
Elizabeth Dolan
Media Specialist, Recruitment at CT1 Media
I am a list person too and this is a great list -o
o
Like(2)
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4 months ago
LikersSobaihi Sage Femme and Kathy Dupree, MBA, CGFM, Ed.D. Candidate
tunde meshioye
General Manager at FIL Pharmeceuticals, ltd
I found this write up great. Thanks for sharing it.
o
o
Like(2)
Reply
4 months ago
LikersSobaihi Sage Femme and Kathy Dupree, MBA, CGFM, Ed.D. Candidate
Duc Ho
Commercial Lines Manager at AIG Vietnam Insurance
It is a good things to do list. Thank for sharing....
o
o
Like(1)
Reply
5 months ago
LikersMarian Mamle Kitcher
jonah jorge pagcu

Graduate of Mass Communication-Advertising
"Take a full minute to appreciate what I have and how far Ive come." Great! Thanks a
lot.
o
o
Like(1)
Reply
4 months ago
LikersChameka Duncan, GCDF
Glenda K
Administrative Assistant
This is very helpful. Thanks so much for posting!
o
o
Like(1)
Reply
4 months ago
LikersKathy Dupree, MBA, CGFM, Ed.D. Candidate
Castro Agbozoh
Financial Services Professional
GREAT
o
o
Like(1)
Reply
4 months ago
Kranthi Kumar Sristy

Support Account Manager at Netapp
This makes life easy , focused and measurable .Good piece of information.Thank you for
sharing :)
o
o
Like(1)
Reply
4 months ago
Chameka Duncan, GCDF

High School Counselor at Greenville Technical Charter High School
I don't know if I could survive without my list. love it.Great article
o
o
Like(1)
Reply
4 months ago
Du Wei
Associate at Deloitte China
very useful, compared with some general list.
o
o
Like(1)
Reply
4 months ago
Suman Phuyal
Administrative Coordinator at Shady Grove Adventist Hospital
I agree with this list completely, but sometimes what if you don't have enough time to do
all of them in a typical work day?
o
o
Like(1)
Reply
8 months ago
LikersSobaihi Sage Femme
Laura Reed
Assistant Operations Manager & Web Developer
I like your advice, especially #10. We should always take time for gratitude and
appreciation.
o
o
Like
Reply
8 months ago
Brandon Brown
Chief Business Process Improvement Officer
Interesting list. I like many of the things on there, wonder how successful one can be at
doing all of them on any given day... do you prioritize? Are they listed in order?
o
o
Like
Reply
8 months ago
Oncore Marketing
Online Spokesperson at Oncore Marketing & Media
Very interesting list, not only does it focus on staying updated with your industry but
encourages networking with old associates which becomes a lesser priority to many
individuals. It also reminds you to connect with your employees on a personal level that
will encourage a friendlier atmosphere.
Stop Using These 16 Terms to Describe

Yourself
January 17, 2013
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Picture this. You meet someone new. "What do you do?" she asks.
"I'm an architect," you say.
"Oh, really?" she answers. "Have you designed any buildings I've seen?"
"Possibly," you reply. "We did the new student center at the university..."
"Oh wow," she says. "That's a beautiful building..."
Without trying -- without blowing your own horn -- you've made a great impression.
Now picture this. You meet someone new. "What do you do?" he asks.
"I'm a passionate, innovative, dynamic provider of architectural services with a collaborative
approach to creating and delivering outstanding world-class client and user experiences."
All righty then.
Do you describe yourself differently on your website, promotional materials, or especially on
social media than you do in person? Do you use cheesy clichs and overblown superlatives and
breathless adjectives?
Do you write things about yourself you would never have the nerve to actually say?
Here are some words that are great when other people use them to describe you but you should
never use to describe yourself:
1. "Innovative." Most companies claim to be innovative. Most people claim to be innovative.
Most are, however, not. (I'm definitely not.) That's okay, because innovation isn't a requirement
for success.
If you are innovative, don't say it. Prove it. Describe the products you've developed. Describe the
processes you've modified.
Give us something real so your innovation is unspoken but evident... which is always the best
kind of innovative to be.
2. "World-class." Usain Bolt: world-class sprinter, Olympic medals to prove it. Lionel Messi:
world-class soccer (I know, football) player, four Ballon d'Or trophies to prove it.
But what is a world-class professional or company? Who defines world-class? In your case,
probably just you.
3. "Authority." Like Margaret Thatcher said, "Power is like being a lady; if you have to say you
are, you aren't." Show your expertise instead.
"Presented at TEDxEast " or "Predicted 50 out of 50 states in 2012 election" (Hi Nate!) indicates
a level of authority. Unless you can prove it, "social media marketing authority" might simply
mean you spend way too much time worrying about your Klout score.
4. "Results oriented." Really? Some people actually focus on doing what they are paid to do?
We had no idea.
5. "Global provider." The majority of businesses can sell goods or services worldwide; the ones
that can't are fairly obvious.
Only use "global provider" if that capability is not assumed or obvious; otherwise you just sound
like a small company trying to appear big.
6. "Motivated." Check out Chris Rock's response (not safe for work or the politically correct) to
people who say they take care of their kids. Then substitute words like "motivated."
Never take credit for things you are supposed to do or supposed to be.
7. "Creative." See particular words often enough and they no longer make an impact. "Creative"
is one of them. (Use finding "creative" references in random LinkedIn profiles as a drinking
game and everyone will lose -- or win, depending on your perspective.)
"Creative" is just one example. Others include extensive, effective, proven, influential, team
player... some of those terms may truly describe you, but since they are also being used to
describe everyone they've lost their impact.
8. "Dynamic." If you are "vigorously active and forceful," um, stay away.
9. "Guru." People who try to be clever for the sake of being clever are anything but. (Like in
#8.) Don't be a self-proclaimed ninja, sage, connoisseur, guerilla, wonk, egghead... it's awesome
when your customers affectionately describe you that way.
Refer to yourself that way and it's obvious you're trying way too hard to impress other people or
yourself.
10. "Curator." Museums have curators. Libraries have curators. Tweeting links to stuff you find
interesting doesn't make you a curator... or an authority or a guru.
11. "Passionate." I know many people disagree, but if you say you're incredibly passionate
about, oh, incorporating elegant design aesthetics into everyday objects, to me you sound over the
top.
The same is true if you're passionate about developing long-term customer solutions. Try the
words focus, concentration, or specialization instead.
Or try "love," as in, "I love incorporating an elegant design aesthetic in everyday objects." For
whatever reason, that works for me. Passion doesn't. (But maybe that's just me.)
12. "Unique." Fingerprints are unique. Snowflakes are unique. You are unique but your
business probably isn't. Thats fine, because customers don't care about unique; they care about
"better."
Show you're better than the competition and in the minds of your customers you will be unique.
13. "Incredibly..." Check out some random bios and you'll find plenty of further-modified
descriptors: "Incredibly passionate," "profoundly insightful," "extremely captivating..." isn't it
enough to be insightful or captivating? Do you have to be profoundly insightful?
If you must use over-the-top adjectives, spare us the further modification. Trust that we already
get it.
14. "Serial entrepreneur." A few people start multiple, successful, long-term businesses. They
are successful serial entrepreneurs.
The rest of us start one business that fails or does okay, try something else, try something else,
and keep on rinsing and repeating until we find a formula that works. Those people are
entrepreneurs. Be proud if you're "just" an entrepreneur. You should be.
15. "Strategist." I sometimes help manufacturing plants improve productivity and quality. There
are strategies I use to identify areas for improvement but I'm in no way a strategist. Strategists
look at the present, envision something new, and develop approaches to make their vision a
reality.
I don't create something new; I apply my experience and a few proven methodologies to make
improvements.
Very few people are strategists. Most "strategists" are actually coaches, specialists, or consultants
who use what they know to help others. 99% of the time that's what customers need they don't
need or even want a strategist.
16. "Collaborative." You won't just decide what's right for me and force me to buy it?
If your process is designed to take my input and feedback, tell me how that works. Describe the
process. Don't claim we'll work together -- describe how we'll work together.
Thats my list -- clearly subjective and definitely open to criticism.
So, more importantly, what do you think? What would you add or remove from my list?
The way we describe ourselves is critical to making a good first impression, so let others benefit
from your perspective in the comments below.
More from my Inc. columns:
11 Life Changing Questions You Must Ask Yourself

The Power of Gratitude
6 Habits of Remarkably Likeable People
(photo courtesy flickr user Shawn Econo)

Featured on:
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Posted by:
Jeff Haden
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H.E. Whitney, Jr.

computer graphics educator/trainer writer
I tell my students to avoid cliches and colloquial expressions in their writing but my
advice is often ignored. Yet I am not sure sometimes if I actually should be warning them
against that: if the use of such terms and expressions can facilitate meaning, then I'm not
sure if I should be criticizing students for using them. Professional writers in the news
media who provide anchorpeople with news stories often invoke the same expressions for
their talking heads to say. So who am I to criticize students for the use of cliches and
hackneyed expressions when professional writers do so? The sports media lives and dies
by cliches. "Twittering" or "facebooking" are now actual verbs used in print and
television media (blah). I reject the suggestion that the actual hiring managers fret over
some of these abuses of language; instead, this seems to be the pastime of HR screeners
who probably have different standards of writing than the actual hiring manager. I find all
of this weird because it seems to me that in order to be an HR person, a degree in English
is a necessity (the HR managers/screeners I know never majored in English or writing
intensive subjects) but one would also assume that such a degree is required of the
applicant as well: regardless of the actual job requirements. Sure, I do think it is
problematic for an applicant to be not able to construct a complete sentence or not know
the difference between "it's" and "its" but sometimes, we do need to look at the actual
qualifications of the applicant.
o
o
Like(17)
Reply(3)
5 months ago
LikersKathy Mann, Han Hong, LaQuilia Graham, +14
Replies3 Replies
Nikolaus Brandstetter
Facilitator
A good recruiter will look at language as an indicator of effort and attention. A

bad recruiter will look at language as a set of unbreakable rules that, if broken, get
your CV thrown out. Getting a feel for an applicant through the language they
used in their application is tough work, and most screeners are not as good at this
as you'd hope they were.
Like(3)
5 days ago
LikersSanka A., Antonio B., and Jocelyn Armstrong
Sir Ryan-O'neil Knight

Marketing Royalty
Hey Carla, after reading your description of your issues with resume writing I start
to wonder if there is any specific way to remedy this. I keep coming to the answer
of no only because of what you stated. Each resume must be catered to the person
reading it and each person is different. I think that the post holds true though in
that certain ways of describing yourself automatically trigger rolled eyes
syndrome and your resume hits the bin. I remember when i was looking for a job it
wasn't about jamming all my experience into 2 pages. It was about finding the
specific experience the job needed and putting only those items in that matched
my past experience.
Like(2)
8 days ago
LikersYEMI AKINTOLA and Olutayo Adesina
o
Show More
Sneh Sharma
Director - Digital Marketing at Webenza
An interesting read; started really well but then I got little confused. Who are we talking
to here? Lets assume freshers or people still exploring various career option: I know
people try to sell themselves really hard and it becomes sometimes annoying but aren't we
searching the talent using the same keywords? Arn't all the Job Descriptions out there talk
about Creativity, Innovation, Team work, collaboration? And if it was for people who
have gone past the above stage then ; when we are ok with an Architect calling himself an
Architect then why can't a Strategist call him a strategist?
o
o
Like(23)
Reply
4 months ago
Likersrebecca abejuela, Rajesh Luhana, Antonio B., +20
Shana F Payton, MBA

Ph.D. Student in Clinical Psychology
I see his perspective as most of these words are commonly used. However, what most job
seekers and professionals in general fail to do is to successfully demonstrate how the
words align with their actual background. You're "results oriented?" Then explain how
you saved your employer money. You're a strategist? Boast about that award- winning
social media strategy that you implemented. The point is that you can use these words in a
manner that is not superficial or within a box, but certainly in a way that solidifies that
you're the best person and highly successful in your career. It's a "buyer's market" and
looking for various ways to illustrate that is important.
o
o
Like(15)
Reply
6 months ago
LikersKathy Mann, Randy Browne, Stefan J. Wagner, +12
Henri Thebault
Graphic Design Manager at Focus Industries

Make me laugh good article and Let's not be hypocritical here, We all do what Jeff said
we shouldn't do... guilty of charges. But the recruiter don't do better when they post ads
for job. Their company are always the "leading one" will you already know tenth other
names who fit the top, then you have the one who is all about "quality" and "high end"
like if you ever hear about a company admitting their are selling craps. Actually we could
take the whole list from Jeff and apply it to HR department.
o
o
Like(10)
Reply
4 months ago
LikersLaQuilia Graham, Jennifer Warnimont, Antonio B., +7
Tatyana Tom
Digital Marketing Manager
Funny post with great examples, for the most part. I've been neglecting to write a
Linkedin self-summary altogether to avoid using these clichs - I think others'
recommendations are more valuable than one recommending oneself (although it's still
important to sell yourself, modestly). I also have a comment on the comments: several
people suggested you post what TO do instead of what NOT to do. Does it really make
sense for Jeff to post a list of words/phrases we SHOULD be using, if we are all unique?
If there is such a list & we all take his advice then there will be a new "stop using these
words" list...
o
o
Like(10)
Reply
6 months ago
LikersLillian Boyington, Jacob Juliot, Rajarajan Selvaraj, +7
Olya Bixby
Director of Sales & Marketing, MBA at Creative Concepts Events

Great laugh! Sometimes we do try too hard to sell ourselves. Let our work speak for
ourselves because we are as good as our latest project.
o
o
Like(7)
Reply
4 months ago
LikersNataliya Manger, Antonio B., Clarence Bitegeko, +4
Jennifer Eckberg
Operations Development Manager at Bacardi
Ruh roh.. time for some tweaking of my own 'descriptors'... but thankfully only a couple.
This list is like a game of buzz word bingo. I think that we need to just get back to a place
where we speak in real language... all of these buzz words only suffice to make us sound
like we are trying to be smarter than we actually are...don't get me wrong, I am certain
that we are all very intelligent. However, I am not certain we all "demonstrate cerebral
prowess"... can't we just say we get the job done?!? Oh, and I have to disagree on #11.
Passionate takes excitement to the next level. I like being passionate about effective
change within an organization. I am well past excited about it!
o
o
Like(7)
Reply
11 months ago
LikersJacob Juliot, Nataliya Manger, Jennifer Warnimont, +4
Marc Ardizzone
User Experience Architect at Publishing Technology
You forgot "A People Person". Ugh.
o
o
Like(5)
Reply
11 months ago
LikersLillian Boyington, Joan Helm, Dave Soucy, +2
Rabindra Bhattarai
Process Engineer at Ohio Precious Metals, LLC
Great article about pointing mistakes of blowing horns about oneself. Great achievers
with great mind and heart describe themselves in moderation but proves themselves with
outstanding results. How many such great people we find now a days?
o
o
Like(5)
Reply
6 months ago
LikersJoan Helm, Ron Kitay, Sreeram Viswanath, +2
Stephanie Carpenter
Recent graduate of the University of Central Florida
Love this article. Was able to use this while in an interview just the other day. Grateful I
found this before hand. Didn't think about how annoying this were to hear until I had
someone else use them in a conversation.
o
o
Like(2)
Reply(1)
4 months ago
LikersJoan Helm and Sajjad Mosharraf
Reply1 Reply
Nicole Zhang
Marketing Manager at Shanghai Yudefang International Education Center
I agree. Blowing your own horn is unwise and annoying.
Like(2)
3 months ago
LikersJoan Helm and Sreeram Viswanath
Shwetank Sharma
UVI Management Consultants Pvt. Ltd.
Lots true in it. But sometimes people do need to know if you are really worth dealing?, or
your something that makes you different from any tom & harry !, so initially that can be
conveyed only by words and that will lead to actions.. i guess.
o
o
Like(3)
Reply
4 months ago
LikersSreeram Viswanath, Meribeth Hasfurther, and Nicole Lee
Zachary Lukasiewicz
Nerd Camp Counselor for IT + Actuarial Consulting Firm
Okay so what are some good alternatives to this list, Jeff? You've slapped our hand now
tell us how to fix it in the future.
o
o
Like(3)
Reply
2 months ago
LikersJacob Juliot, Gui Bing, and Odion Ikhide
Mark Mauriello
President, Mark Mauriello, PC
Excellent. Now to go excise some cliches. Thanks Jeff Haden
o
o
Like(2)
Reply
5 months ago
LikersMark Duddridge and Cynthia Le Joncour
Johan Eriksson
Business Developer at Miltronic AB - A Lapp Group Company
As often, less is more:-)
o
o
Like(2)
Reply
4 months ago
LikersSharon Findlay and Valeria Vio
Melodye Mueller
VP Marketing at CloudHealth Technologies, Inc.
Great article...good laugh....excellent insight!
o
o
Like(2)
Reply
4 months ago
LikersJacob Juliot and Nicole Lee
Neetika Neetikaverma214
PH.D Scholar at Political Science Department, University of Jammu
Action speaks louder than WORDS.......One should always remember you can impress by
your words for a little while but its your actions that decide the worth of your words......
o
o
Like(1)
Reply
4 months ago
LikersDeemarix Cordero
Tim Christensen, PMP, ITIL

Project Manager III at Garnet River
"Professional" blah blah blah...really? You have to tell me on your resume that you are
professional??
o
o
Like(1)
Reply
11 months ago
LikersSreeram Viswanath
Julie Combs, M.Ed.

Owner/Founder & Administrator, The RSD/CRPS Solution Circle International Think
Tank
This is a great list and very good advice!
o
o
Like(1)
Reply
11 months ago
LikersTeresa Mimi Williams
Juni Hsieh
Principal at Junis Auto Exchange LLC
Focus on What to say.... What not to say is useless.
o
o
Like(1)
Reply
11 months ago
LikersMerdina Callum
JAMAL BOUBAKRI, MBA

International Project Manager at Mobile Accord, Inc.
Interesting list, It's always good when your proven innovation, creativity, or work makes a
good impression! Thanks Jeff.
The One Thing Successful People Never Do

July 15, 2013
1,485,813
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Success comes in all shapes and colours. You can be successful in your job and career but you
can equally be successful in your marriage, at sports or a hobby. Whatever success you are after
there is one thing all radically successful people have in common: Their ferocious drive and
hunger for success makes them never give up.
Successful people (or the people talking or writing about them) often paint a picture of the perfect
ascent to success. In fact, some of the most successful people in business, entertainment and sport
have failed. Many have failed numerous times but they have never given up. Successful people
are able to pick themselves up, dust themselves off and carry on trying.
I have collected some examples that should be an inspiration to anyone who aspires to be
successful. They show that if you want to succeed you should expect failure along the way. I
actually believe that failure can spur you on and make you try even harder. You could argue that
every experience of failure increases the hunger for success. The truly successful won't be beaten,
they take responsibility for failure, learn from it and start all over from a stronger position.
Let's look at some examples, including some of my fellow LinkedIn influencers:

Henry Ford - the pioneer of modern business entrepreneurs and the founder of the Ford Motor
Company failed a number of times on his route to success. His first venture to build a motor car
got dissolved a year and a half after it was started because the stockholders lost confidence in
Henry Ford. Ford was able to gather enough capital to start again but a year later pressure from
the financiers forced him out of the company again. Despite the fact that the entire motor industry
had lost faith in him he managed to find another investor to start the Ford Motor Company - and
the rest is history.
Walt Disney - one of the greatest business leaders who created the global Disney empire of film
studios, theme parks and consumer products didn't start off successful. Before the great success
came a number of failures. Believe it or not, Walt was fired from an early job at the Kansas City
Star Newspaper because he was not creative enough! In 1922 he started his first company called
Laugh-O-Gram. The Kansas based business would produce cartoons and short advertising films.
In 1923, the business went bankrupt. Walt didn't give up, he packed up, went to Hollywood and
started The Walt Disney Company.
Richard Branson - He is undoubtedly a successful entrepreneur with many successful ventures
to his name including Virgin Atlantic, Virgin Music and Virgin Active. However, when he was
16 he dropped out of school to start a student magazine that didn't do as well as he hoped. He
then set up a mail-order record business which did so well that he opened his own record shop
called Virgin. Along the way to success came many other failed ventures including Virgin Cola,
Virgin Vodka, Virgin Clothes, Virgin Vie, Virgin cards, etc.
Oprah Winfrey - who ranks No 1 in the Forbes celebrity list and is recognised as the queen of
entertainment based on an amazing career as iconic talk show host, media proprietor, actress and
producer. In her earlier career she had numerous set-backs, which included getting fired from her
job as a reporter because she was 'unfit for television', getting fired as co-anchor for the 6 O'clock
weekday news on WJZ-TV and being demoted to morning TV.
J.K. Rowling - who wrote the Harry Potter books selling over 400 million copies and making it
one of the most successful and lucrative book and film series ever. However, like so many writers
she received endless rejections from publishers. Many rejected her manuscript outright for
reasons like 'it was far too long for a children's book' or because 'children books never make any
money'. J.K. Rowling's story is even more inspiring because when she started she was a divorced
single mum on welfare.
Bill Gates -co-founder and chairman of Microsoft set up a business called Traf-O-Data. The
partnership between him, Paul Allen and Paul Gilbert was based on a good idea (to read data
from roadway traffic counters and create automated reports on traffic flows) but a flawed
business model that left the company with few customers. The company ran up losses between
1974 and 1980 before it was closed. However, Bill Gates and Paul Allen took what they learned
and avoided those mistakes when they created the Microsoft empire.
History is littered with many more similar examples:
Milton Hershey failed in his first two attempts to set up a confectionary business.
H.J. Heinz set up a company that produced horseradish, which went bankrupt shortly
after.
Steve Jobs got fired from Apple, the company he founded. Only to return a few years later
to turn it into one of the most successful companies ever.
So, the one thing successful people never do is: Give up! I hope that this is inspiration and
motivation for everyone who aspires to be successful in whatever way they chose. Do you agree
or disagree with me? Are there other things you would add to the list of things successful people
never do? Please share your thoughts...
------------------Bernard Marr is a best-selling business author and enterprise performance expert. Make sure you
click 'Follow' if you would like to hear more from Bernard Marr in the future and feel free to also
connect via Twitter, Facebook and The Advanced Performance Institute
Other recent posts by Bernard Marr:
The No 1 Thing Successful People Always Do

Stop Using These Phrases At Work!
3 Vital Leadership Lessons I learned Flying a Fighter Jet
Careful! These 25 Quotes Might Inspire You
How Influential Are You? Measure It!
What The Heck is... Analytics?
What The Heck is... Big Data?
Featured on:
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Bernard Marr
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Eihab Alammar
Management Trainee at Unilever | Supply Chain
Abraham Lincoln: What a leader!! o 1832 failed in business o 1832 defeated for business
legislation o 1834 failed in business o 1835 fianc died o 1836 nervous breakdown o 1838
defeated in election o 1834 defeated in US congress o 1848 defeated in US congress o
1855 defeated in US senate o 1856 defeated in Vice president o 1858 defeated in senate o
1860 Elected US President
o
o
Like(115)
Reply(5)
3 months ago
LikersColleen Volland, Devendra Marghade, Christian Davis, +112
Replies5 Replies
Management Trainee at Unilever | Supply Chain

He was pretty awesome. That's the American, can do attitude! If at first you don't
succeed try, try again!
Like(2)
2 months ago
LikersOoi Kee Tzuen and Eihab Alammar
William Beschman Jr.

Business Development Manager at Frontier Business Products
He just started off by dreaming too small. =)
Like(2)
2 months ago
LikersEihab Alammar and null
o
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Dominik Dumancic
VP Sales/Finance Strategy - Commercial Bank at Fifth Third Bank
I think that this all sounds great on the surface, but if you have ever worked with serial
entrepreneurs you will know that successful ones are wise enough to know when to quit.
How long would be a list of people who have ruin their lives because they did not have
enough wisdom, and understanding to shift gears. Even 2000 years ago as he was
speaking to the crowed, Jesus said "Suppose one of you wants to build a tower. Wont
you first sit down and estimate the cost to see if you have enough money to complete it?
For if you lay the foundation and are not able to finish it, everyone who sees it will
ridicule you, saying, This person began to build and wasnt able to finish'." Passion and
perseverance are a must, but please have enough wisdom to monitor your steps and
progress. Not everything is mean to be a success, but maybe to prepare you for something
greater.
o
o
Like(111)
Reply(5)
5 months ago
LikersIjeoma Samuel, Kal Starkis, Lily Sarovic-Jovanovic, +108
Replies5 Replies
Lua Hsiao Lui, Kim

Regional Procurement Analyst at Amcor Flexibles
Totally! it takes wisdom to know when to start but greater wisdom when to stop &
call it a day cheers
Like
29 days ago
VP Sales/Finance Strategy - Commercial Bank at Fifth Third Bank

Wow that was deep!
Like
2 months ago
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Dr. Pinkie Feinstein
The Creative Hunger Formula

The "don't give up" slogan doesn't really work further than for a brief moment. What
bothers me most is the repeated use of prominent successful figures as examples while the
fact is that most people will never get close to their achievements. The real success begins
when you manage to enjoy what you have at the moment, to get in touch with your true
passion and follow it courageously. Then, if you fail yet keep up the path after your
passion, you have more chances to win your own process. I would be very careful in
creating stereotypes around success. If we keep on dreaming on making it the same as
Oprah, we would end up self-criticizing, and wrong directed. Being creative, doing what
you love and pursuing your authentic voice is the real success, in my eyes.
o
o
Like(90)
Reply(2)
5 months ago
LikersFranck Meissonnier, Sindiswa Ndamase, Devendra Marghade, +87
Replies2 Replies
The Creative Hunger Formula

Cool points but whatever.. Is your first name really, pinky? If so. It's pretty
awesome!
Like
2 months ago
Genet Getachew
-so true
Like
2 months ago
Barry N. Moore
Vice President at Liberty University
Excellent advice, up to a point. Sometimes a thing is just the wrong thing to pursue or
maintain, for different reasons, and staying the course, though it sounds great and most
often is the right path for efforts, becomes the single biggest anchor around one's waist
that holds back real growth or success--if but the energies and skills were to be redirected
to something more suitable. The "never give up" is strongest when that means never stop
trying to achieve or improve, as long as reality is also present, has been my experience. I
met a man once who spent his whole adult life digging and panning for gold in Colorado,
Alaska, and other states, only to never find enough to but keep his life moving along one
step ahead of creditors. What persistence! But I also wondered how that persistence could
have paid off much better if he had spent most of those last 39 years in another field.
"Barry, I always thought that if I worked harder and faster, and never gave up, one day I
would hit the big one. Sadly for me, I never did." In success, there is often a very thin line
of difference between persistence toward achieving a goal and stubbornness in sticking to
an unworkable plan. Maturity is in knowing the difference, and acting accordingly, even
if that means pivoting 90 degrees in midstream.
o
o
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5 months ago
LikersMilly Cheong, Tea Nguyen, Michael Kritenbrink, +48
Replies2 Replies
Vice President at Liberty University

Yup, then there are people like my Brother. Who was supposed to give up from
the time he was born. He got 50 happy years in before cancer...
Like(2)
2 months ago
Likersabhishek B. and Sebastian Forestieri
Greg Blake
CEO at JGB Enterprises/ Global sales, mktg,, distribution
Panning for gold is like day trading, sometimes you get lucky. My point is that at
least there was a chance he could have realized his dream of the big one in what he
was doing like picking the right stock. It isn't like his fundamentals of a business
plan were set for failure.
Like(1)
2 months ago
Ndeshi Shinedima
Independent Distributor at GNLD International
Here are a few to add to the list.... **Beethoven handled the violin awkwardly and
preferred playing his own compositions instead of improving his technique. His teacher
called him hopeless as a composer. **Charles Darwin, father of the theory of evolution,
gave up a medical career and was told by his father, "You care for nothing but shooting,
dogs, and rat catching." In his autobiography, Darwin wrote, "I was considered by my
father, a very ordinary boy, rather below the common standard in intellect." **Albert
Einstein did not speak until he was four years old and didn't read until he was seven. His
teacher described him as "mentally slow, unsociable and adrift forever in his foolish
dreams." He was expelled and refused admittance to Zurich Polytechnic School. The
University of Bern turned down his PhD dissertation as being irrelevant and fanciful.
Moral of this article: Do Not Give Up & Don't Wait For People To Believe In YOUR
Dreams For You To Go Out There And Make It Happen....Thank You For The Reminder
Bernard
o
o
Like(43)
Reply(1)
5 months ago
LikersDevendra Marghade, Helena Rogers, Charity Lorato Thite, +40
Reply1 Reply
Independent Distributor at GNLD International

Ndeshi, awesomeness! Thank you!
Like(1)
2 months ago
LikersNdeshi Shinedima
Dustin Suntheimer
Senior Sales Representative at University of Michigan MLabs, Department of Pathology
While I find this a good read on Monday morning, it is neither inspirational or
motivating- it is factual. No kidding they were successful or would not be reading about
them. It is true that those mentioned touch almost all of our lives on a daily basis, but as
the author points out, success comes in many shapes and colours. Let's hear about the
family losing a home to foreclosure and enduring an unimaginable stretch of self reliance.
Let's hear about the single mom or dad whose measure of success is providing the basics
for their family, putting a child through school, or taking the time to read a bedtime story
to their son or daughter. This type of story points out the one-in-a-million success to
which many aspire. I believe it is time to start celebrating the everyday successful person.
We all make our own strides and personal success stories, we all take the steps towards
our own brass ring, but by measuring the efforts and success of so very few against those
who strive for much different levels creates and adds to the ever evolving rat race that I
hoped died in the 80's. Of course we don;t give up, of course we press on, what other
option do we have? While I do not disagree with what the author has written, let's not
forget upon whom those mentioned made their success achievable.
o
Like(34)
Reply(1)
5 months ago
LikersLexi Revellian, Christa Brokke, Prayer Rikhotso, +31
Reply1 Reply
Senior Sales Representative at University of Michigan MLabs, Department of

Pathology
Wow you are all so good at getting your points across. I'm confused!
Like
2 months ago
Nick Green
Editor at BDO
I'd only add that, unfortunately, not everyone who never gives up is successful. Perhaps
we also need the wisdom to know when to persist at something, and when to move onto
something else.
o
o
Like(21)
Reply(2)
4 months ago
LikersDevendra Marghade, Christian Davis, Genet Getachew, +18
Replies2 Replies
Editor at BDO
Like that song.. Know when to hold em, know when to fold em... Lalapalooza to
run.
Like
2 months ago
Esther Spurrill-Jones
I craft art with words and make them sing
I agree. If you noticed, most of the people in the article didn't do the exact same
thing over and over. They kept trying new, different things until they succeeded.
Like(10)
4 months ago
LikersJalanda Smith, Taniesha Broadfoot, Sebastian Forestieri, +7
Muneera Naseer
Content Specialist | Marketing | Workforce Development | Experienced Journalist
It's important to not give up. But it's just as important to know when to give up and start
on a new path. It's great to be inspired, it's even better to have a plan. One can't live on
inspiration alone. You need practical measurable goals, and a plan A or B to achieve it;
the flexibility to make changes as needed. For job-seekers that I interact with, my
encouragement to them is to not give up, to keep reinventing themselves, and to use their
down time to make changes in their life and figure out where they want to be, whether's
it's updating their computer skills or their certifications. Because six months from now, I
do not want them to look back and say, I could've done that!
o
o
Like(23)
Reply(1)
5 months ago
LikersRai Zameer Ahmed, Tikaram Chaudhary, Ashwini Jagannath, +20
Reply1 Reply
Rai Zameer Ahmed

Herbi Obego International
Timings, Atmosphere and a good team coupled with a bit of luck , once loaded on
a truck of consistency may produce good results . But it is not mandatory or
guaranteed desired results. I agree to Muneera's view as far as conceiving and
measuring goals , meticulous planing , contingencies , flexibility and adopt ability
are concerned . But friendly environment are prerequisite for booming a flower of
success.
Like(1)
2 months ago
Chuck Boutcher
Executive MBA, PMP, ITIL Expert, CISSP, CHP
He failed in business was defeated for state Legislator his fiance died had a
nervous breakdown was defeated in run for Congress, twice ran for VP and Senate
and lost Was finally elected as the 16th President of the United States. Abraham
Lincoln. The difference between historys boldest accomplishments and its most
staggering failures is often simply the will to persevere.
o
o
Like(23)
Reply(1)
4 months ago
LikersTaniesha Broadfoot, Denise Urban, Ellie L. Davies, +20
Reply1 Reply
Executive MBA, PMP, ITIL Expert, CISSP, CHP

Amen, Chuck!
Like(1)
2 months ago
LikersChuck Boutcher
Michiel Schuitemaker
Interim Turn Around CEO President
Good morning everyone. What a great article Bernard! Thank you!!! I do have a question
though. Is it about giving up? What I see in all these people is a deep rooted belief and
drive fueled by being in touch with what you want out of life. It is this inner compass, this
inner true inspiration that fuels their fire. Being in touch with what truly matters to you
propels you to follow that direction. Giving up is not even an option because doing so
would be giving up on what you are. It is taking the time to really look inside of yourself
that leads to the discovery of your passion. Once you find your passion, you will pursue it
no matter what. This is what propelled Steve Jobs, Henry Ford and all the others. Giving
up never was in the picture. When you find your passion in life, setbacks are merely a
matter of perspective.
o
o
Like(24)
Reply
5 months ago
LikersSander Waebens, Taniesha Broadfoot, Charlotte "Charlie" Epley, +21
Primus Ukah
Director WATS Extension Owerri at West Africa Theological Seminary
One other secret many successful people have is that they put their faith in God while
trying repeatedly.
o
o
Like(22)
Reply
4 months ago
LikersIjeoma Samuel, Tracy Howe, Heather Thomas, +19
Jennifer R. Delaney
Aspiring journalist and playwright
One thing all of those people likely had in common though (perhaps with the exception of
Rowling) were rich parents (or financial backing of some kind). It's a lot easier to jump
into new ventures and accept failure when you have a pot of gold to fall back on. This is
something that people born in privilege have a very hard time understanding. When an
individual is worried about having enough money for food, life's strategies are often
prioritized. Not to say that's it's impossible for low income people to embrace optimism,
but just to remind that unfortunately some people don't have the same opportunities to get
up every morning and say "It's ok if I fail today!". Kudos to those who do though.
o
o
Like(17)
Reply
5 months ago
LikersIjeoma Samuel, Christina Churchill, maylani way-yas, +14
Jeanne Albright
Global TM Program & Communications Manager
Inspiring article. And I whole-heartedly agree one should never, never give up. The only
caveat I would throw into the mix is that it is NOT giving up when you look at your
situation and you make the CHOICE to change course. The first time in my career that I
decided I had to change course, I felt like I had given up and I was a failure. Later in my
life when I had to make a significant personal change, I felt, again, like I had failed. The
fact is that it takes a lot of courage and wisdom to know when it is time to make a change.
Moving away from a difficult situation doesn't mean you have failed, it means you are
wise and brave and puts the control where it belongs - with you! In hindsight, both of
these difficult changes were NOT me giving up, but me NEVER, NEVER giving up and
finding a different and better a different path to the fulfillment you seek.
o
o
Like(16)
Reply(1)
5 months ago
LikersTaniesha Broadfoot, Charlotte "Charlie" Epley, Alexa Byrd, +13
Reply1 Reply
Alexa Byrd
Singer & Performer
Good Evening Jeanne, I've read your article in response to this article "One Thing
Successful People never do." I agree with you about sometimes you have to make
hard changes which doesn't mean you're giving up but, you are open to finding a
better way, not to say that other ways are not, however, other ways may not work
the same for everyone for various reasons. I also, believe in adjusting/changing to
keep things moving in the right direction which is especially; when action has
been applied/added.
Like
2 months ago
Beatrice Cannon
Level 1 Network Engineer at Compucom

I love the articles positive articles like these, but I would rather they incorporated some
techniques for bouncing back from failure. Tips for NOT getting discouraged, leveraging
failure into opportunity or even with dealing emotionally with failure. I'm all for brushing
off the knees after a fall, but man, sometimes standing up with a skinned knee is painful!
o
o
Like(16)
Reply(1)
5 months ago
LikersIjeoma Samuel, Bibi Khan, Wanda McKnight, +13
Reply1 Reply
Amarachi Chinyere Eze-Udemba

Special Projects Manager at Helios Towers Nigeria
Try these Beatrice, when you fall and stand up without an aid the pain is usually
excruciating right! well how about leaning on to something and getting up
gradually. There many things you can lean on to; Faith...knowing that you are
destined to succeed and what ever the course you'll reach the finish line; A
Mentor...Keeping your eyes on that one person that tells you or makes you feel
you can achieve! Here's my favourite, kicking hard on that thing that made you
fail!!! more like retracing your steps and fixing the mistake to make sure you
never make it again like Bill Gates and His Partner did.
Like
1 month ago
Eugenie Giasson
Designer and owner at Eugenie Woodcraft
Never giving up, is also what unsuccessful people do. How many unsuccessful people
will do the same thing year after year and never succeeded. Sometimes you just have a
bad idea, and you should give up. If you can't sing, stop singing and find what you are
good at. Everyone is good at something, it just takes awhile to find it sometimes. The best
way to find that "thing" that you are good at is to try as many things as possible. Put
yourself out there. Go to school, learn something, take lessons, build something,
volunteer, travel, hike, read, find what inspires you. If it doesn't inspire you, you will
never be really good at it. To be successful in life, you don't have to be Steve Jobs or Bill
Gates or Oprah. You don't have to be well known, you don't need 10.000 followers, and if
you do have 10.000 followers, you either bought them or you spend way too much time
on the internet, and what will it get you anyway. Success is making enough money at
what you like to do, to live a reasonable life, balancing career with family, and not
forgetting to have some fun along the way.
o
o
Like(15)
Reply
5 months ago
LikersAbhinandan Deka, Ijeoma Samuel, Onish kumar, +12
Ivo Jansch
CEO / Co-founder at Egeniq and Buildozer
Two observations. Not giving up is not a guaranteed success. There are plenty people who
never give up but also never succeed. It's like saying 'living people never die'. Which is
always true. Until they do :-) You might actually say that in each of these examples they
gave up something that didn't work. So maybe successful people actually know when to
give up (a bad idea).
o
o
Like(13)
Reply(1)
5 months ago
LikersShehzad Bhulali, Elizabeth Tamblin, Ceren Aslan, +10
Reply1 Reply
Sebastian Forestieri
Lead Systems Administrator at 360 Incentives
I don't think the article was meant to guarantee success for those who never give
up in their endeavors. I think it's simply trying to make the point that the
aforementioned people who succeeded didn't have it easy, and that they even
failed several times, as well. I guess it's also to give us a sense of normalcy in our
day to day struggle in that we are not alone and that this way of life is pretty
typical. No one said that competition would be easy, after all.
Like
2 months ago
Rick Payne
Manager Finance Direction Programme, Institute of Chartered Accountants
Its difficult to argue against the idea that successful people never give up. But thats also
the problem with the argument its a truism. More importantly though never giving up is
also true for those who have failed big time. Never giving up on products that have
brought companies to their knees (e.g. non-digital cameras); never giving up on political
power (e.g. numerous dictators) and never giving up a job that you dont like and causes
enormous stress (the Japanese have a word Karshi death from overwork). The
argument then becomes never giving up in the right way even more of a truism.
o
o
Like(9)
Reply(1)
4 months ago
LikersPatricia Whittaker, Keely Pyle, Lisa Green, +6
Reply1 Reply
Wayne Labastide
Lecturer at University of the West Indies
If I understand you correctly, successful people must know when to give up the
things stand in the way of their success.
Like(2)
4 months ago
LikersElizabeth Tamblin and Nandan Borgalkar
Brian K. Longcor
Massage Therapist (Independent Contractor) at De La Salle Christian Brothers
Community
Reading this I think in reality I see successful people sometimes "selectively" giving up;
An alternative title here might be "Succeed by giving up on bad ideas and trying some
new good ideas". Walt Disney gave up on Kansas and moved to Hollywood. Bill Gates
gave up on his previous business model. Heinz made his name selling ketchup, not
horseradish. I've recently been inspired many times by my famous gym manager, speedclimber Hans Florine - he's about to turn 49 and is smart enough to know that giving up
on practicing extremely dangerous sports is wise, but he's not giving up on life or
business, just switching his priorities and goals to fit his family and his physical age.
Yesterday I applied to JFK University Law, because my ten year dispute with the
American Physical Therapy Association has gone absolutely nowhere. Giving up on
Physical Therapy is necessary for me to consider and attain other academic goals such as
getting my Law degree instead. I'm applying for a Leadership job at a Spa today too.
o
o
Like(10)
Reply(1)
5 months ago
LikersMatthew H. Owens, Bob Seidel, MBA, Kichael Miller, +7
Reply1 Reply
Matthew H. Owens
Founder at Druidian Archival Service
I think most importantly, being aware of what you need, and to have a clear vision
of what you desire. Life is a journey. If is easy to get wrapped up in the idea of
arriving somewhere. Be still and enjoy the path you take.
Like
3 months ago
Michael Dale
Sr. Director of Product
Not to be too cynical, but past failure and not giving up != success ;) lots of folks find
much smaller niches through lots of trying, and we should not frame that as failure. If we
only see extraordinary as outlined in these sort of articles we may miss happily
sustainable moderate success, which may be a frame more worth while to put in focus ;)
o
o
Like(10)
Reply
5 months ago
LikersJosh Maitland, Miguel de Jesus, Kevin Herbert, +7
Derek Donohue
Owner, BOX Scientific
Inspiring article. But it cannot be overlooked that the bigger thing that these people had in
common was a singular desire to pursue the things that interested them. When you do
that, giving up ceases to be an option. You are who you are, you love what you love, and
when you pursue them as a career, the common definitions of what constitutes success or
failure don't apply. You're just doing what you do. This is why my advice to anyone
needing this type of inspiration is this: GIVE UP. If you are in a dead end job that you
hate, but provides a paycheck, give up. If you're just chasing a title, status, or the Jones's,
give up. You'll never be happy, you'll never thrive, and you'll never love it if these things
don't fit who you truly are. Stick to the things you know you'll never give up because you
fundamentally enjoy them, and success is guaranteed. Because you will be fulfilled. And
you'll see how little all the other things matter when you are. You might not be Bill Gates,
or maybe you will. But either way you'll be just as satisfied.
o
o
Like(10)
Reply(1)
5 months ago
LikersNitin Kumar Pharaskhanewala, Moiss Lemos Gonzlez, Krishna Priya
Jagarlamudi, +7
Reply1 Reply
Matthew H. Owens
Founder at Druidian Archival Service
Desire is what drives inspiration to actualization. It is "The Law and The Promise"
Neville Goddard, the modern day mystic from Barbados speaks of in his book.
Google it, the book is public domain and is available in PDF form all over the
internet. It is a page turner.
Like
3 months ago
8 Things Productive People Do During the

Workday
May 15, 2013
1,422,763
9,754 Likers
2,374 Comments
inShare63K
Forget
about your job title or profession everyone is looking for ways to be more productive at work.
Its time to set down your gallon-sized container of coffee, toss out your three-page to-do list, and
put an end to those ridiculously long emails youve been sending.
Experiencing a highly productive workday can feel euphoric. But contrary to popular belief,
simply checking tasks off your to-do list isnt really an indication of productivity. Truly
productive people arent focused on doing more things; this is actually the opposite of
productivity. If you really want to be productive, youve got to make a point to do fewer things.
Recently I spoke with project management and productivity genius Tony Wong to find out the
secret to a more productive workday. He provided me with some excellent insight into what he
and other like-minded productive individuals do during their work week.
Harness your productivity by taking note of these eight things:
1. Create a smaller to-do list. Getting things accomplished during your workday shouldnt be
about doing as much as possible in the sanctioned eight hours. It may be hard to swallow, but
theres nothing productive about piling together a slew of tasks in the form of a checklist. Take a
less-is-more approach to your to-do list by only focusing on accomplishing things that matter.
2. Take breaks. You know that ache that fills your brain when youve been powering through
tasks for several hours? This is due to your brain using up glucose. Too many people mistake this
for a good feeling, rather than a signal to take a break. Go take a walk, grab something to eat,
workout, or meditate give your brain some resting time. Achieve more productivity during your
workday by making a point to regularly clear your head. Youll come back recharged and ready
to achieve greater efficiency.
3. Follow the 80/20 rule. Did you know that only 20 percent of what you do each day produces
80 percent of your results? Eliminate the things that dont matter during your workday: they have
a minimal effect on your overall productivity. For example, on a project, systematically remove
tasks until you end up with the 20 percent that gets the 80 percent of results.
4. Start your day by focusing on yourself. If you begin your morning by checking your email, it
allows others to dictate what you accomplish. Set yourself in the right direction by ignoring your
emails and taking the morning to focus on yourself, eat a good breakfast, meditate, or read the
news.
5. Take on harder tasks earlier in the day. Knock out your most challenging work when your
brain is most fresh. Save your busy work if you have any for when your afternoon slump rolls
in.
6. Pick up the phone. The digital world has created poor communication habits. Email is a
productivity killer and usually a distraction from tasks that actually matter. For example, people
often copy multiple people on emails to get it off their plate don't be a victim of this action.
This distracts everyone else by creating noise against the tasks theyre trying to accomplish and is
a sign of laziness. If you receive an email where many people are CC'd, do everyone a favor by
BCCing them on your reply. If your email chain goes beyond two replies, its time to pick up the
phone. Increase your productivity by scheduling a call.
7. Create a system. If you know certain things are ruining your daily productivity, create a
system for managing them. Do you check your emails throughout the day? Plan a morning,
afternoon, and evening time slot for managing your email. Otherwise, youll get distracted from
accomplishing more important goals throughout the day.
8. Dont confuse productivity with laziness. While no one likes admitting it, sheer laziness is
the No. 1 contributor to lost productivity. In fact, a number of time-saving methods take
meetings and emails for example are actually just ways to get out of doing real work. Place
your focus on doing the things that matter most as efficiently and effectively as possible.
Remember, less is more when it comes to being productive during the workday.
Whats your secret to productive workdays?

About Ilya Pozin:
Founder of Ciplex. Columnist for Inc, Forbes & LinkedIn. Gadget lover, investor, mentor,
husband, father, and '30 Under 30' entrepreneur. Follow Ilya below to stay up-to-date with his
articles and updates!
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Damian Henri RA LEED AP

Senior Associate (Architect) at Bostwick Design Partnership
At best, I think much of this advice must be applied judiciously according to the demands
of your particular field. E.g. If I eliminated 80% of the things on my to-do list, I'd
probably be getting grief from roughly 80% of my clients (or bosses). Also, e-mail is
almost always more efficient for me as most of my job-related communications involve
big groups whose time is very difficult to schedule. Not to mention that e-mail creates an
automatic record document of the conversation, rather than following up with a phone
memo to each individual person you call...assuming you're able to reach them. Again,
apply these things based on the demands of your particular vocation. Perhaps goes
without saying. Taking breaks is a great idea. I'd also add "avoid trying to multi-task."
Human beings just aren't wired for that. I might also add the "touch it once" policy: focus
on the task, get it done, move on. Trying to get better at that, myself, as it's probably my
biggest downfall in productivity. Good discussion! (What perhaps isn't productive is
submitting to a comments section of an online article. ; ) )
o
o
Like(64)
Reply(4)
4 months ago
LikersDorin Curosu, David Finnie, Michele Smith, +61
Replies4 Replies
Fayaz Shah
Coordinator and Executive Assistant
@Damian Agreed with you fully. Email has become a norm in today's working
environments having greatest advantage of future reference or followup
Like(2)
2 months ago
LikersTanya Goyal and sanjai kumar
Eylem Alper, MBA

Consultant, Financial Services, FP&A
I don't think my boss will appreciate it if I follow the 80/20 and come up with the
explanation that I am being "productive" :-)
Like(6)
3 months ago
LikersTriby Augustine, Jeena J, Ken Turner, +3
o
Show More
Ossama Ismail
Quality Manager,Auditor , Consultant & Trainer
Five Key Steps of the (Daily) GTD (Getting Things Done)Process 1.Capture/Collect
2.Process 3.Organize 4.Review 5.Do http://ais.informatik.unifreiburg.de/teaching/ws10/praktikum/gtd-basics.pdf
o
o
Like(15)
Reply(2)
4 months ago
LikersTanya Goyal, rebecca garza, Cludio Ribeiro, +12
Replies2 Replies
Marco Antnio G Sanches

Administrative Assistant at IFTM - Instituto Federal de Educao, Cincia e
Tecnologia do Tringulo Mineiro
ZTD is Lean GTD, I think.
Like
2 months ago
Anurag Yadav
Head of Global Product Portfolio Management at Scapa Group plc
ZTD (Zen to Done) is rather a crisp 60-70 page book that talks about all these
things and helps create a customized action plan.
Like(4)
3 months ago
LikersJeena J, Clare Wilkinson, Russel Orcutt, +1
Gerry Prendergast Msc Mgt., B. Tech Eng

Founder & MD at The GP8 Group.
Great post..absolutely agree.. the use of email will vary according to job type however it
is high time organisations banned staff from emailing colleagues in the same office when
they could talk to each other face to face.. far too much time is taken up trawling through
emails, deciphering what is relevant and deciding what has to be followed up ..in addition
to the expectation that you are always checking your mail and the resultant exacerbation if
you haven't responded within the hour!..unfortunately in today's world many professionals
are 'chained' to their desk resulting in less effective work being done.. need to go where
the 'action' is!! Long lists result in procrastination.. select maximum 6 important tasks per
day and concentrate on getting them done ...
o
o
Like(13)
Reply(1)
4 months ago
LikersJackie D., Timo Uustal, Amanda Waaraniemi-Golly, +10
Reply1 Reply
Kathryn McGuinness
Change Manager at Department of Health and Human Services, Tasmania.
I agree with this to a point, but face to face conversations are easily forgotten.
Sometimes putting something in writing is necessary, or just plain helpful so that
you don't have to have repeated face to face conversations. I also think that cc'ing
people in on conversations is often valuable (so long as you do actually use the cc
function not just put everyone in the TO field, and they understand that there is a
difference between the two fields).
Like(1)
2 months ago
LikersKen Turner
Claudine Pitt
Personal Assistant at Baxter Healthcare
A good reminder and a handy pocket guide. As the cliche suggests, we are given an inch
and we take a mile. I think we spend so much time on email dialogue to try and solve the
simplest of issues and we have many meetings that are not actionable in the mix of our
programmed days. I totally agree with organsing your time to check emails #7 and I like
#3 & #4.Reflection is so important. Multi-tasking is a big killer on productivity,
referenced in Mckinsey & Co 's article on Information overload and the sooner we realise
it is not effective, the quicker we will see change, I have. Great read!
o
o
Like(10)
Reply(1)
4 months ago
LikersJeena J, Ken Turner, Tim Vieth, +7
Reply1 Reply
Ashley Nelson, RN, BSN

James Graham Brown Cancer Center Quality Coordinator
"...We spend so much time on email dialogue to try and solve the simplest of
issues..." Yes, this. E-mail can be a wonderful communication tool. That said, an
e-mail exchange is not always an efficient substitute for an actual conversation.
Like(2)
2 months ago
LikersKen Turner and Kathryn McGuinness
Liz Snyder
Center Director at Mary Linsmeier Schools, Inc.
I have been hearing lately how important it is to take a break. That is a new insight that
the feeling you get after powering through things is your use of glucose.
o
o
Like(3)
Reply(1)
4 months ago
LikersEylem Alper, MBA, Filomena Kaguako, and Manoj Keshwar
Reply1 Reply
Eylem Alper, MBA

I am guilty of taking a lunch break and getting out of the office for a bit everyday.
I have not yet lost a job, missed a deadline, swamped at work... due to my daily
break. However I have often enjoyed the sunshine, caught up with my friends, did
a little shopping, walked around town, explored new cafes, met new people... and
most importantly cleared my head a little:) I do not regret it and recommend it to
everyone.
Like(9)
3 months ago
LikersLaToya Bray, Paul Maharry, Tamara Meier, +6
Troy Henson
CEO of Blue Kaboom Web Solutions Master of Inbound Marketing, Gym Rat
I use lunchtime workout to rejuvenate. It does have me work a longer day, but its
productive!
o
o
Like(7)
Reply
5 months ago
LikersTracey Smith, Patti Alexander, CRC, LRP, Stacey Adamson, +4
Kris Antonelli
Creative Communications Professional
printed this out and posted it above my desk!
o
o
Like(5)
Reply(1)
5 months ago
LikersDevrie Paradowski, Umair Riaz, Devi Bala Chandrasekar, CUA, +2
Reply1 Reply
Jeena J
Sr. Executive at Makino
Hi Kris, did it help?
Like
23 days ago
Lynn Donohue
Manager, Market Risk Governernace & Policy at National Australia Bank
Remembering to start the day by focussing on yourself and what outputs you want to
achieve are vital toa prodtcuve day
o
o
Like(5)
Reply
5 months ago
LikersJeena J, Michael G. Myhera, RASHMI BS, +2
Robert Rhodes, MBA

Manager of Accounting Support at Day & Zimmermann
I would add to do things in small steps, such as work on a month end reconciliation over
the course of the month, in maybe three to five minute increments several times over the
course of the month. This way at month end, you have already addressed most issues such
as incorrect postings, or missing items, therefore not only have you made sure that your
accounts are clean, but you have also helped others whose accounts may have been
effected by the errors that you resolved. Working forward instead of catching up, allows
for much better productivity.
o
o
Like(3)
Reply(1)
7 months ago
LikersLinda Valon, Patti Alexander, CRC, LRP, and Lisa Teager
Reply1 Reply
Stephen Fofanoff
Organizational Leadership, Learning, and Development Specialist
Working forward is a fantastic idea! Better to spend five minutes now than two
hours later...
Like(1)
2 months ago
LikersJeena J
Manoj Keshwar
Chief Contributor at Viktorianz - Journeys of Fulfillment
Yes sir. Habits are important. Today we live in an environment that naturally bombards
distractions on your mind and you get overwhelmed with the pile of unfinished work that
you carry all day. Priority has to be to get your mind some ME time .. every few hours.
http://manojkeshwar.wordpress.com/
o
o
Like(3)
Reply
4 months ago
Likersjessun aure, RASHMI BS, and Heather R. Jones
Tom Trewartha
Team Development Specialist!
Do you spend 10 unproductive hours at the desk or 5 productive hours? I know which I
would prefer to do!
o
o
Like(3)
Reply
5 months ago
LikersCari Stammler, Jacob Juliot, and Ruben Glaucier
Zack Miller
Managing Director at Hatch
Great stuff IIya, I put together 6 productivity hacks I try to follow as well.
http://startupnerd.co/productivity/
o
o
Like(2)
Reply
4 months ago
LikersJessie Angulo and Anumukonda Ramesh
ABHISHEK BHARDWAJ
MBA IT
i like that 80/20 rule ! awesome
o
o
Like(2)
Reply
7 months ago
LikersDorin Curosu and Ram Shukla [Web Design - Web Development - SEO]
John R. McLaughlin, AIC

Senior Property and Casualty Insurance Executive
The greatest use of time and productivity is when someone sends me an email from 35
feet away, gets out of their chair, walks into my office and says, "Did you get my email".
Good Times.
o
o
Like(2)
Reply
1 month ago
LikersIrene Maguire and Ilya Pozin
Shannon Kaye
Decorative Artist, Architectural Color and Design Specialist,TV Host, Public Speaker
Simple, helpful advice- refreshing! Of course, here I am checking my social media before
7am and before my power walk. I'm stepping away right n-o
o
Like(1)
Reply
5 months ago
LikersDenise Faller
Leslie Carter
creative, intuitive solution maker
Great ideas! And if any of these (fantastic) tips are a change from current work habits,
educate coworkers on the upgraded system, expect them to support it and sincerely
appreciate when they do. i.e. #2, #4, #5 and #7 will have an impact in the work
environment; enthusiasm for succeeding in new habits would likely set one apart as an
example. Thanks for posting.
o
o
Like(2)
Reply
5 months ago
LikersDeniz Cemre Yazar and Ruben Glaucier
Dominik Alex
CS Analyst - End User Business Group - IT Business la American Power Conversion

In the company I work for, most of these are already implemented and they actually work
. "Picking up the phone" is truly amazing. Most of us live by the negative facts of the 8th
rule. This is something that I'm still working on J.
o
o
Like(1)
Reply
4 months ago
LikersColin Hasson
Mathew Bertram
Marketing & Communications Manager | Lan 1 | Hills Technology Group | Hills Holdings
Couldn't agree more... particularly point 6.
o
o
Like(1)
Reply
3 months ago
LikersColin Hasson
George Samaha
Partner
Nice tips! what about a 45 minutes running beside the seashore?
o
o
Like(1)
Reply(1)
2 months ago
LikersBeibei Zhao
Reply1 Reply
Beibei Zhao
Post-doctoral Fellow at University of Toronto Centre for Research in
Neurodegenerative Diseases
Work efficiency doubled! I concur!
Like
2 months ago
- Ian Cooper Experienced International Sales & Marketing - Currently looking for new businiess
opportunities
Love this one "Pick up the phone" - so simple yet effective.
o
o
Like(1)
Reply(2)
4 months ago
LikersYasir Ansari
Replies2 Replies
Nagesh Kamath
AVP- NVOCC Head - Middle East, ISC, S.E.Asia at St. John Lines Pte. Ltd.
if you are working with multiple countries - phone is not the best solution. Email
is the best solution.
Like
2 months ago
Eylem Alper, MBA

Assuming the other person will pick up... Today I was unable to reach anyone in
the office. I think I was being ignored:(
9 Qualities Of Truly Confident People

June 06, 2013
1,342,815
12,060 Likers
4,398 Comments
inShare80K
First things first: Confidence is not bravado, or swagger, or an overt pretense of bravery.
Confidence is not some bold or brash air of self-belief directed at others.
Confidence is quiet: Its a natural expression of ability, expertise, and self-regard.
Im fortunate to know a number of truly confident people. Many work with me at HubSpot,
others are fellow founders of their own startups some of whom I've met through my angel
investment activity. But the majority are people Ive met through my career and who work in a
variety of industries and professions.

It comes as no surprise they all share a number of qualities:
1. They take a stand not because they think they are always right but because they are
not afraid to be wrong.
Cocky and conceited people tend to take a position and then proclaim, bluster, and totally
disregard differing opinions or points of view. They know theyre right and they want (actually
they need) you to know it too.
Their behavior isnt a sign of confidence, though; its the hallmark of an intellectual bully.
Truly confident people dont mind being proven wrong. They feel finding out what is right is a
lot more important than being right. And when theyre wrong, theyre secure enough to back
down graciously.
Truly confident people often admit theyre wrong or dont have all the answers; intellectual
bullies never do.
2. They listen ten times more than they speak.
Bragging is a mask for insecurity. Truly confident people are quiet and unassuming. They already
know what they think; they want to know what you think.
So they ask open-ended questions that give other people the freedom to be thoughtful and
introspective: They ask what you do, how you do it, what you like about it, what you learned
from it and what they should do if they find themselves in a similar situation.
Truly confident people realize they know a lot, but they wish they knew more and they know
the only way to learn more is to listen more.
3. They duck the spotlight so it shines on others.
Perhaps its true they did the bulk of the work. Perhaps they really did overcome the major
obstacles. Perhaps its true they turned a collection of disparate individuals into an incredibly
high performance team.
Truly confident people dont care at least they dont show it. (Inside theyre proud, as well they
should be.) Truly confident people dont need the glory; they know what theyve achieved.
They dont need the validation of others, because true validation comes from within.
So they stand back and celebrate their accomplishments through others. They stand back and let
others shine a confidence boost that helps those people become truly confident, too.
4. They freely ask for help.
Many people feel asking for help is a sign of weakness; implicit in the request is a lack of
knowledge, skill, or experience.
Confident people are secure enough to admit a weakness. So they often ask others for help, not
only because they are secure enough to admit they need help but also because they know that
when they seek help they pay the person they ask a huge compliment.
Saying, Can you help me? shows tremendous respect for that individuals expertise and
judgment. Otherwise you wouldn't ask.
5. They think, Why not me?
Many people feel they have to wait: To be promoted, to be hired, to be selected, to be chosen...
like the old Hollywood clich, to somehow be discovered.
Truly confident people know that access is almost universal. They can connect with almost
anyone through social media. (Everyone you know knows someone you should know.) They
know they can attract their own funding, create their own products, build their own relationships
and networks, choose their own path they can choose to follow whatever course they wish.
And very quietly, without calling attention to themselves, they go out and do it.
6. They don't put down other people.
Generally speaking, the people who like to gossip, who like to speak badly of others, do so
because they hope by comparison to make themselves look better.
The only comparison a truly confident person makes is to the person she was yesterday and to
the person she hopes to someday become.
7. They arent afraid to look silly
Running around in your underwear is certainly taking it to extremes but when youre truly
confident, you dont mind occasionally being in a situation where you aren't at your best.
(And oddly enough, people tend to respect you more when you do not less.)
8. And they own their mistakes.
Insecurity tends to breed artificiality; confidence breeds sincerity and honesty.
Thats why truly confident people admit their mistakes. They dine out on their screw-ups. They
dont mind serving as a cautionary tale. They dont mind being a source of laughter for others
and for themselves.
When youre truly confident, you dont mind occasionally looking bad. You realize that that
when youre genuine and unpretentious, people dont laugh at you.
They laugh with you.
9. They only seek approval from the people who really matter.
You say you have 10k Twitter followers? Swell. 20k Facebook friends? Cool. A professional and
social network of hundreds or even thousands? Thats great.
But that also pales in comparison to earning the trust and respect of the few people in your life
that truly matter.
When we earn their trust and respect, no matter where we go or what we try, we do it with true
confidence because we know the people who truly matter the most are truly behind us.
Dharmesh Shah is founder/CTO at HubSpot and blogs somewhat regularly at OnStartups.com.
You can also find him on twitter: @dharmesh.
Featured on:
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Posted by:
Dharmesh Shah
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Arti Gupta
Entrepreneur, Consultant, Customer Experience evangelist, Trainer, Blogger and a
Mother
I would add one more - Confident people are more forthcoming about themselves. They
are not mysterious about who they are and what they think.
o
o
Like(16)
Reply(3)
3 months ago
LikersPawan Tiwari, Wayne B., Li Yi Lim, +13
Replies3 Replies
Debananda Roy
Incharge(house parent) of one home of the organization. at Future hope India
Confident peoples are dynamic. They move as per the situation and they believe in
learning is at every step of life. Debananda Roy. Superintendent of future hope
India.
Like(2)
22 hours ago
LikersJon-Grant Ferguson and Arti Gupta
Arti Gupta
Entrepreneur, Consultant, Customer Experience evangelist, Trainer, Blogger and a
Mother
Thanks Bernadette :)
Like(1)
1 month ago
LikersBernadette Charlescar PMP, CSM
o
Show More
Chris Gorham
VP Marketing & Development at Goodwill Industries of Central North Carolina, Inc.
While there can be a fine line (Confidence and Arrogance) I believe this article provides
some great information on how the two are very different indeed!
o
o
Like(12)
Reply
5 months ago
LikersMarilyn Lembke, Prashant Desai, Shalini Mukerji, +9
Babatunde Itanola
ACCOUNT MANAGEMENT at NOVELPOTTA Y&R
Truly confident people are those that walk with fear, but with the hope of a renewed
assurance from the inside, which glows as evidence on the outside.
o
o
Like(9)
Reply
5 months ago
LikersTopreka Davis, Sasha Gibson, Tasveer Deol, +6
Eva Gonzalez
Student at ITech
I agree. At the beginning of my career, I was told I needed to be more cocky and I had a
real problem accepting that advice. This article affirms my way of thinking. It explains
the difference between cocky and confident. I am glad I chose to stick with being me,
confident... Thanks you for this clarification.
o
o
Like(7)
Reply
5 months ago
LikersPawan Tiwari, Catarina Cunha, Eva Gonzalez, +4
Anne Lucas
Senior Trainer at Liberty Mutual Insurance
This article has many great points. I think it important to strive for these attributes but
understand that different situations call on us to be flexible. Most importantly, being selfaware is the key to building up your self-confidence.
o
o
Like(7)
Reply
4 months ago
LikersPawan Tiwari, Siddhartha Tomar, Daniel Moniz, +4
Jimmy Collins
Retired President of Chick-fil-A, Inc.
Humility is not a word we hear very often, but it is a quality of confident people that we
admire.
o
o
Like(6)
Reply
1 month ago
LikersMarilyn Lembke, Manju Mathew, Teresa Buchanan, +3
Magdi Al Sadeq
DAN law Firm, PA

It is an excellent article that clearly outlines how important it is to take risk, face your
fears, and overcome any obstacles to reach success. I am tankful Shah shared his article so
that other might have the chance to understand what it takes to be successful leader and,
above all, how to make any career aspiration come true
o
o
Like(4)
Reply
5 months ago
LikersElida Williams, Melissa Graham-Hurd, Magdi Al Sadeq, +1
Olatunji Shoyemi
IT Analyst
Your wealth of experience is great. Confident people are always willing to learn
o
o
Like(3)
Reply
5 months ago
LikersLINDA HOLT, Ronak jain, and Mohun Babu S
Neveen Sharafeldeen
-I have enjoyed reading this article, thanks for sharing.
o
o
Like(1)
Reply
5 months ago
LikersMagdi Al Sadeq
Steven Smith
Entrepreneur
Really enjoyed reading this! Thank you!
o
o
Like(2)
Reply
5 months ago
LikersAngelinah Mathonsi and SRIHARSHA CR
Gowthami Dhanapal
Technical and Pre- Production Executive at MAS Linea Fashions
Well said and I agree !
o
o
Like(1)
Reply
5 months ago
LikersMohun Babu S
Edison Foncette PMP, PMI-RMP

Senior Program/Project Manager at Bank of Montreal
Great article!
o
o
Like(1)
Reply
4 months ago
LikersSyed Sajjad Haider
Clyde Nunes
Creative Professional
nice article to read for confident people...the other half I have seen in most organizations
are your managers and bosses unfortunately.
o
o
Like(1)
Reply
5 months ago
LikersChris Curley
Marcia A. Daniel
Associate Vice President for Client Success at Ellucian
Great read with good points. This article is a 'keeper' that should be used by Sr. executives
in Leadership Training workshops.
o
o
Like(1)
Reply
3 months ago
LikersCheryl Swanson
Carol Mason
Independent Apparel & Fashion Professional
Confidence is quiet ... says it all! Thank you.
o
o
Like(2)
Reply(1)
6 months ago
LikersTasveer Deol and Ramkrisna Sai Reddy
Reply1 Reply
Adrien Bongrand
Account Manager chez Dezide
This part is not true as an employee. If you are a Boss : yes >>> because it means :
Get your salary, work and shut up ! SO perhaps, it works for you as you are
Independent
Like
21 days ago
Navy Lanier
Activist | Believer | Capitalist
Great article.
o
o
Like(2)
Reply
6 months ago
LikersPrashanth Baragi and Lily Liu, FIPA
Klaas-Jan Meijer
Senior Online Marketing Consultant New Business @ DTG | Sales Pro | High
Performance Coach
With respect to point three, I think you are limiting the scope of confident people by
suggesting that confident people are quiet and unassuming. There are plenty of examples
to the contrary. I think it reveals your preference instead. Nothing wrong with that as long
as you recognize it for what it is
o
o
Like(2)
Reply
6 months ago
LikersLily Liu, FIPA and Tasneem Ghorayeb
Olukayode Branco
Estate Surveyor at Sterling Homes Ltd, 82, Allen Avenue, Ikeja, Lagos
I really appreciate this. Though I have not finish to read, I do realize it's value
o
o
Like
Reply
6 months ago
Jamie Parker
Advertising & Marketing at Your Local Property Expert
Great article!
o
o
Like
Reply
6 months ago
Cyle Moore
Customer Service Manager, Business Intelligence 101
Well said, to the point and a great article to book mark for future reference. Thanks
Dharmesh!
o
o
Like
Reply
6 months ago
How I Hire: Focus On Personality

September 23, 2013
1,227,358
14,097 Likers
4,331 Comments
inShare58K
There
is nothing more important for a business than hiring the right team. If you get the perfect mix of
people working for your company, you have a far greater chance of success. However, the best
person for the job doesnt always walk right through your door.
The first thing to look for when searching for a great employee is somebody with a personality
that fits with your company culture. Most skills can be learned, but it is difficult to train people
on their personality. If you can find people who are fun, friendly, caring and love helping others,
you are on to a winner.
Personality is the key. It is not something that always

comes out in interview people can be shy. But you have to trust your judgement. If you have
got a slightly introverted person with a great personality, use your experience to pull it out of
them. It is easier with an extrovert, but be wary of people becoming overexcited in the pressure of
interviews.
You can learn most jobs extremely quickly once you are thrown in the deep end. Within three
months you can usually know the ins and outs of a role. If you are satisfied with the personality,
then look at experience and expertise. Find people with transferable skills you need team
players who can pitch in and try their hand at all sorts of different jobs. While specialists are
sometimes necessary, versatility should not be underestimated.
Some managers get hung up on qualifications. I only look at them after everything else. If
somebody has five degrees and more A grades than you can fit on one side of paper, it doesnt
necessarily mean they are the right person for the job. Great grades count for nothing if they
arent partnered with broad-ranging experience and a winning personality.
That doesnt mean you cant take risks when building your team. Dont be afraid of hiring
mavericks. Somebody who thinks a little differently can help to see problems as opportunities
and inspire creative energy within a group. Some of the best people weve ever hired didnt seem
to fit in at first, but proved to be indispensable over time.
If you hire the wrong person at the top of a company, they can destroy it in no time at all.
Promoting from within is generally a good idea as the employee who is promoted will be inspired
by the new role, already know the business inside out, and have the trust and respect of their
team.
Equally, bringing in fresh blood can reinvigorate a company. Virgin Atlantic and Virgin Australia
recently brought in CEOs from outside - John Borghetti at Virgin Australia and Craig Kreeger at
Virgin Atlantic. They have brought a lot of fresh ideas into the company, as well as experience of
what the competition is doing well and what they are doing badly.
When companies go through growth spurts, they often hire in bulk and company culture can
suffer. While it may seem a desperate rush to get somebody through the door to help carry the
load, it is worth being patient to find the right person, rather than hurrying and unbalancing your
team. I heard a great line by Funding Circle CEO Samir Desai at the IoD Conference in London
(quoting Apple's Dan Jacobs) about making sure you hire (and fire) the right people: Its better
to have a hole in your team than an asshole in your team!
Photo Courtesy virgin.com
Featured on:
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Posted by:
Richard Branson
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Jenny Newport
Project, Content & Documentation Ninja. Owner at The Pebble Office
Oh how refreshing to see this common sense! Sadly many hiring businesses just don't get
the concept of transferable skills + personality. I think it's lazy, short-sighted and more
fool them. They can sit in their silo's and eat cheese in the dark. However in the meantime
these more creative and forward-thinking competitors will benefit and hats off to them!
o
o
Like(797)
Reply(25)
2 months ago
LikersNeli Peceva, Nataliya Manger, Nane Dhanjal, +794
Replies25 Replies
Jean-Claude Paquette
Chief Creative Producer, Editor, Videographer at D.D.P. studios Inc.
Totally agree Jenny! You are correct the concept of transferable skills and
personality is very important and for those employers who can't see that are
loosing on some of the best forward thinkers and creators.
Like(4)
2 months ago
LikersRaphael De Gabriele Real Estate Professional, Veena GROVER,RYT,
Tonya Vanover, +1
Jonathan Haggerty
Logistics and Supply Chain Professional
That is how I feel as well - I am meeting exceptional success for myself and peers
raise there eyebrows when I let them know my age or my education (or lackof)
level - I have broad experience, I enjoy working and get along great with people,
details like education are more important for new workers or workers lacking
experience in a certain area (with that being said, education is near complete with
an 'A' average). It is just interesting to me, some employers have gone out of there
way to let me know why I did not get a job or I will review 'hard' requirements of
a position and what seems to be first and foremost on a lot of the mid-level
positions is an undergrad degree? Short-sighted to say the least!
Like(7)
2 months ago
Likerscarole harris, Jeff Kirby, William Pastorius, +4
o
Show More
Gilles Massicotte
Account executive at Time Warner Cable Business Class
Sir I have been reading your articles almost religiously and I never post to theses, this
time you got me to type WOW, finally someone in power who understands that having a
personality and willingness to work in a team is often more important than some of the
skills. If you are able to pass through the automatic filters / HR you may have a chance
when you finally meet the hiring managers but more often than not peoples with a lot of
paperweight will get the position before someone that would have been the perfect fit.
o
o
Like(604)
Reply(18)
2 months ago
LikersNane Dhanjal, Carmen Garcia, Teresa S., +601

Replies18 Replies
Stphane MACHADO
Head of A380 Pylons engineering at Airbus
Hello i fully agree and this is a real challenge for big companies not to miss very
valuable leaders, who may not pass through the standard filters set in place
because their personality is not the right "manager standard" at this time.I am
really impressed to read from Mr Branson such a clear vision of what should be
the efficient selection criteria!
Like(2)
1 month ago
Likerscarole harris and Teresa S.
Jared Powell
Founder, Yourindiefilm.com
Great point Gilles, companies like Sokanu are helping in that respect by measuring
candidates personality and interest among other things that are more directly
related to success on the job.
Like(4)
2 months ago
Likerscarole harris, Veena GROVER,RYT, Charlie Luther, +1
o
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Lisa Gladstone
Marketing Professional at Caesars Entertainment Corporation
It seems that, too often, "personality-based" screening and hiring methods favor extroverts
- and extroversion is incorrectly confused with enthusiasm. Introverts are not necessarily
shy or quiet, and they're not necessarily any less enthusiastic. They just gain, maintain and
use their energies from different sources and in different ways. To have a diverse culture
would mean to welcome and accept introverts as they are, without pressure to conform to
an extroversion-rewarded society.
o
o
Like(289)
Reply(27)
2 months ago
LikersRael Ogega, Richard B., Henrietta Nalule Kikambi, +286
Replies27 Replies
John Aguon
Marketing Manager at Cassidy's Associated Insurers, Inc.
Thanks Lisa. Susan Cain conveys some of these thoughts... (She) questions the
dominant values of American business culture, where forced collaboration can
stand in the way of innovation, and where the leadership potential of introverts is
often overlooked. Her book is entitled: Quiet...
Like
1 month ago
Peggy Taylor
Social Services/ Worker
Also people these are suggestions; If it's not broken no need to fix it.
Like(1)
2 months ago
LikersRael Ogega
o
Show More
Camila Guirola
International Marketing and Advertising Executive
Whenever in doubt, I always went to the younger talent in the company and there, like
magic, they had the answers and more! I love working and empowering young talent:
fresh ideas, creative, humble, passionate, adaptable, skillful fun great personalities. Did I
mention great personalities?
o
o
Like(94)
Reply(36)
2 months ago
LikersRael Ogega, Veena GROVER,RYT, Natalie Green, +91
Replies36 Replies
Stewart MacDonald
Procurement Manager--Sales Manager at Rafters Apparel
I am in a senior level role and i can do all your younger people do and more as i
know all my good ideas work-- older people need to be more creative they are
passionate adaptable humble and much more and do not leave just for the money
and in most cases i can come up with a winning idea quicker than my younger
counterpart--Try an older person and you will see just do not hire for experience
hire for what he brings to your company and personality
Like
17 hours ago
Antonio Henriques
Account Executive
I can really appreciate what you said above-- The companies who believe in their
young people and allow them to grow with their fresh ideas and passion are
usually the best companies to work for and usually are the same companies those
younger people can be successful, grow within and remain an employee for a long
time.
Like(1)
2 months ago
LikersDavood Jadid Bonab
o
Show More
Rodolfo Francois Zuiga

Key Account Manager
straightforward...When i started to hired people mmmm i cared about degrees, high tested
profile person , professionals backgrounds, bla bla becouse the moon was my target.
Unfortunetly did not succeed and then asked myself why?, common sense came to me and
....I found that just needed highly motivated people, humility people, with passion and
flexible to learn.No matter skills, no mater debrees.I changed my interviews, i ask them
about theirs lives, simples things about theis goals, how them can add value to the
company...it was very funy ( my colleagues looked at me very astonishing ) and most of
the times naturally the real human being came out.Since then exactly one years ago we
are been getting our goals and the innovation is our focus! Chile is growing up faster that i
thought .
o
o
Like(149)
Reply(3)
2 months ago
LikersRael Ogega, Aleksei Chernov, Veena GROVER,RYT, +146
Replies3 Replies
Ogbonna,okwudiri Kingsley
Store Keeper at IHS Telecom Infrastrusture,Nig Plc
I want to see a Nigeria (my Country) that will begin to implement honestly the
personality and zeal strategy in employment matters.Our papers and advert papers
are full of requirement which borders on class of degrees :1st,2nd class upper and
the likes,oversees degrees and so called.This is fastly changing the mentality of
our younger people as they do all that is possible to ensure good grades(good
though)even with examination malpractice.A lot of intelligent folks hardly work in
Banks,Oil firms and so on because they did not get flashy grades on graduation.Mr
Bradson,with his capacity as a top business tycoon understands the principle of
bringing the best out of a person and it is worth commendation.@Rodolfo,thanks
for your sincerity and shift to the reality and truth.
Like(25)
2 months ago
LikersRael Ogega, Shannon Tolliver shannon.tolliver@ctrechilton.com, Solomzi
Nkwali, +22
Brenda D Joiner
Technical Talent Manager at Cynergies Solutions Group

Awesome, the profound thoughts of a manager that is willing to change his
behavior for the greater good of his company. Rodolfo you are a Rockstar!!!
Like(25)
2 months ago
LikersRael Ogega, Lorraine Dougan, Matt Loader, +22
o
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Ivette Karina Caballero

MarCom Executive| Strategist | Analyst | Researcher | Job Seeker
May I work for you Mr. Branson?
o
o
Like(98)
Reply(7)
2 months ago
LikersTeresa S., Kelly DeVries, Ashlee Reilly, +95
Replies7 Replies
Carrie Thomas
Manager Engine Leasing
Ivette your original reply, my immediate thought also! As well as during my
career I had the short oppotunity to work together with a few Virgin Atlantic
Aircraft Engineers, who gave me as small insight into the company policy and
'way of life' of Virgin, very refreshing!
Like(1)
2 months ago
LikersIvette Karina Caballero
Ivette Karina Caballero

MarCom Executive| Strategist | Analyst | Researcher | Job Seeker
@Mike: I am sorry for not acknowledging the good sense of humor in your
comment in my reply, no excuses. I enjoyed reading it and I think it's been kind of
you to have noticed my comment and have something fun to say about it.
Actually, I've been laughing at so many of the comments posted, all in a good and
respectful way of course. I laugh at my own replies. There are so many things that
I relate to. I really wish LinkedIn would be open enough to allow people like me
to have our share in writing as people being on the other side of these series.
@Brian, thank you for your P.S. - I appreciate it.
Like(5)
2 months ago
LikersJeffrey Chavez, Ivonne Teoh, Anuj kumar, +2
o
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Amit Aggarwal
CPA Qualified with 8 Yrs of commercial experience
Wrong man with right attitude would always defeat right man with wrong attitude.
o
o
Like(101)
Reply(12)
2 months ago
LikersRael Ogega, carole harris, Barbara Knowlton-Phillips, +98
Replies12 Replies
Girish Ananthanarayana
Career Development Practitioner | Corporate Trainer | NLP Practitioner | Life
Coach | Seeking Exciting Opportunities
Amit, I am not sure how can one be a "right man" if he has the "wrong attitude" :)
Right Man is one who has the Right Attitude ;) I think we are getting overly stuck
in the word-webs of "Right" and "Wrong". Just kidding, I know what you mean.
Like(4)
2 months ago
LikersRael Ogega, Veena GROVER,RYT, Deepashri Bhagwat, +1
Amit Aggarwal
CPA Qualified with 8 Yrs of commercial experience
Hi LaVerneLaVerne A. Davis *LION*u miss out recruiting right person, you
have option of getting rid of the person and start again but thats easy option. Isn't
it? Else, start focusing on how to improve the situation you are in. You will be
challenged as you have to find something that brings change in persons attitude,
which is not easy. This is where your leadership skills kick in and you grab that
person and take him/her on new journey. Bringing change is not easy. If you are
successful, you are one happy satisfied person. If not, the whole episode will make
you wiser and better person. So, keep trying, there is nothing to loose. :)
Like(1)
2 months ago
LikersLaVerne A. Davis *LION*
o
Show More
Tahlia Roberts
Conference Director: Global Automotive Lightweight Materials Series
I completely agree, "Most skills can be learned, but it is difficult to train people on their
personality."
o
o
Like(60)
Reply(5)
2 months ago
LikersRael Ogega, Ginger Christensen-Kondash, Stephan Kilian, +57
Replies5 Replies
Matthew Goodwin
Actuarial Studies major seeking an internship.
Wait a minute. Why do people need to be "trained" on their personality? So they
can be more extroverted? That's extrovert bias in action. Hiring managers using
"personality" as a way to filter out introverted types. These are the only questions
that matter: 1. Do you have the knowledge and skills to do the job? 2. Can I trust
you will do everything perfectly? 3. Are you motivated? There are plenty of
introverted types that can answer yes to all of the above questions, but they are
looked over because interviewers place a much greater emphasis on "personality"
in the interview. Introverted people can talk a lot about a topic that they are
passionate about. It's just that interview questions are so superficial and it makes
them look bad.
Like(11)
2 months ago
LikersVeena GROVER,RYT, TRUSHA PARMAR, Carmen Vega Reina, +8
Bharat Bhushan Agrawal

Freelance Consultant
You may go through attitute change theory
Like(4)
2 months ago
LikersPeggy Drachman, kourosh delshad, Hazem El-Ebiary, +1
o
Show More
Joyce Jeng
Founder at Shining Star Productions
Great point! Now, if only the rest of the larger companies would "get it" and their HR
departments would implement it.
o
o
Like(56)
Reply(5)
2 months ago
LikersMichael Lishinski, Carina Manansala, Patricia Loraine Simon, +53
Replies5 Replies
Barbara Holtzman
Exceptional at cutting through the fog and providing clarity in any situation
Well... it's also partly because HR is tactical. We need people> we recruit people>
we pass them along> we onboard them. Perhaps more of an emphasis on metrics
that indicate why the people who work there have succeeded, and then applying
those metrics to a strategic need - people who fit here, as opposed to those who
work here - maybe then more would "get it." or at least get more of what they
need in their own company.
Like
1 month ago
Marco Parmegiani
Technical M2M Solutions Manager
Recruitment agency look for the right information on paper - We have to
remember that People buy from People and so Sir Richard is spot on. HR need to
talk to their work force and listen to recommendation and invite these people in to
see what they are like. With the right attitude you will learn new skills and
technology but the person within will determine the outcome.
Like(3)
2 months ago
LikersEd Suarez, Sandie Moran, and Allen Ng
o
Show More
Jason Drew
National Return to Work Coordinator - QBE Australia
Tough to pick the personality in an interview. Maybe a personality reference check. Like.
How well did the hold up at the xmas party?
o
o
Like(20)
Reply(6)
2 months ago
LikersAmit Sethi, Tanya Field, Anne Marie Surnson, +17
Replies6 Replies
Katie Schwarzkopf
Manager, Radiation Oncology Center; Manager Lung Program; Manager,
Tobacco Intervention Program
my hires where I let my gut rule and hired for attitude/personality have been the
best hires. I had two where I hired immediately after the interview - and they have
been awesome.
Like(8)
2 months ago
LikersVeena GROVER,RYT, Aine Reynolds, Darcy Chloe-Reagan, MBA, +5
Ravi Mikkelsen
Co-Founder and CEO at jobFig - helping companies hire the right person for the
team and the role. @RaviMikkelsen
2nding Dan's point. Assessments work great and can be done quickly, either just
before the interview, or as part of the first filtering process.
Like(2)
2 months ago
LikersPatricia Loraine Simon and Abdur-Rehman Mangera
o
Show More
Clyde Shokes Jr.

Advertising Sales at Lowcountry Sun
Most people who hire are not a good judge of character. So, they try to play it safe and
hire "the most qualified" person, and miss out on people with personality and great ideas.
o
o
Like(39)
Reply(5)
2 months ago
LikersGinger Christensen-Kondash, Darcy Chloe-Reagan, MBA, Cristian Cacace, +36
Replies5 Replies
Amanda Miller
Organisational Development Coordinator at Ergon Energy
I don't think it's a matter of nopt being a 'good judge of character", I think they are
ignoring their instincts and not trusting them. That gut feeling always gives you
the answer. I like what Rodolfo talks about further up - where you ask people a
little bit about themselves. This at least helps you to see what drives them,
motivates them, inspires them. You can tell all those things by the sparkle they get
in their eye when they talk about the things they love. There is so much
seriousness out there theses days and not enough focus on finding people who are
kind and genuinely want to help others. That would be at the top of my hiring list!
Like(22)
2 months ago
LikersMozamel Bakhet, Cristian Cacace, Moshe Neuman, +19
Lena Azimi
CULTURAL STRATEGIST
So very true. Many people play safe than dare to think out of the box.
Unfortunately!
Like(8)
2 months ago
Likersjoni wirawan, Darcy Chloe-Reagan, MBA, Rosanne Simon, +5
o
Show More
Maria Meche Ibo

Unit Manager . PruLife of UK
Perfect combination . . . teachable personality, people who are fun, friendly, caring and
love helping others. Skills can be learned!!! This is great .. . . thank you!
o
o
Like(37)
Reply(2)
2 months ago
LikersGinger Christensen-Kondash, Mozamel Bakhet, Dennis Kovacevic, +34
Replies2 Replies
Deep Chandra
FIS at PANASONIC INDIA PVT.LTD.
I agreed with you,should be helpful,fun,and great personality to believe and lov.
Like(3)
2 months ago
LikersEd Suarez, Sarabjeet Prakash, and Francesca Calamari
Pam Soltesz
Independent Product Consultant at doTERRA Essential Oil
That's exactly ME! And yet, I am still turned down for interviews even within the
organization I work for because I don't have the "skill set" they are seeking. I am
very flexible and learn quickly -- in fact I LOVE to learn new things. It seems an
uphill battle for those like me...and I'm sure I'm not alone!
Like(20)
2 months ago
LikersJo Hall, Darcy Chloe-Reagan, MBA, Bouba Malouci, +17
Tim Storey
Asset Manager at DEXUS Property Group
Yes, integrity, enthusiasm, and personal drive !
o
o
Like(37)
Reply(2)
2 months ago
LikersRael Ogega, Ginger Christensen-Kondash, Christine Miller, +34
Replies2 Replies
Lynn Sevenster
-So strange, but so true, I was in Property Management, which was/is my passion,
but cannot find a job cause I don't have the papers, I no I have the personality to
deal with all types of tenants, builders and contractors and YES its a personal
drive for me to get back into it, so I agree with you completely.
Like(4)
2 months ago
LikersDarcy Chloe-Reagan, MBA, Peggy Drachman, Paula Ihamki, +1
Holly Skala
Quality Associate at STERIS Corporation
Integrity can be sadly lacking among the management teams of many
corporations. Historically the narcissistic personality was most often hired because
they are quite adept at bragging. This really does not work well in business if you
need someone to take their place among a group. On the other hand, narcissists
could be great for creating buy in. It takes a strong belief in oneself, and one's
goals and abilities, to move a mountain forward. So who fits a particular mold?
The question seems to be whether the amount of self determination is balanced
with enough humility to listen and take direction when warranted. Tim could you
please explain what you mean by personal drive? I believe this attribute can be a
negative in some situations. How driven are we talking here? What signs are you
looking for? If a person goes to work every day and performs their job to the best
of their ability, never balks at new work or occasional extra work, never creates
nor entertains senseless turmoil, are they driven? Perhaps you mean the one who
runs roughshod over others in order to have their name known without
consideration for other team members. Maybe the one whom goes out of their way
to create personal, though tenuous, relationships with the power brokers in a
group. What shows a person is motivated by the right things?
Like(15)
2 months ago
LikersDarcy Chloe-Reagan, MBA, Lucas Redding, Jensen(Xinjie) Wang, +12
Damir Kamber
F&B Manager at Ecco HJAIA
Hire for personality and train for skills. Firing the right people is just as important as
hiring them. Not only hiring the right ones but also putting them in the right seat.
o
o
Like(23)
Reply(3)
2 months ago
LikersRael Ogega, Darcy Chloe-Reagan, MBA, Kimberly Howell, +20
Replies3 Replies
Pam Soltesz
Independent Product Consultant at doTERRA Essential Oil
Right person, right seat, right bus...not rocket science!
Like(4)
2 months ago
Likerskourosh delshad, Rhondda Baker, SYED TAYYAB BUKHARI, +1
Chan Ngee Key

Career Management Strategist | Coach | Trainer | Speaker | Author
Yes, agree with you Damir, putting them into the correct roles so that they will be
able to unleash their potential.
Like(9)
2 months ago
LikersVIJAYA PILLAI, Kelly DeVries, KHENG JO OON, +6
o
Show More
Joshua Chan
Internal Sales Engineer at Endress+Hauser
So very true. Technical skills can often be developed on the job, but personalities are
moulded from upbringings and life experiences. How motivated and driven an employee
would be in an organization not only boils down to their qualifications, but also their
character as well as how empowered they feel working for the company.
o
o
Like(23)
Reply(1)
2 months ago
LikersGinger Christensen-Kondash, Darcy Chloe-Reagan, MBA, Cristian Cacace, +20
Reply1 Reply
Chan Ngee Key

Resonate with you Joshua Chan. Skills can be developed quickly, not character
and personality.
Like(9)
2 months ago
LikersVIJAYA PILLAI, Maricela Rodriguez, kourosh delshad, +6
Shandelle Mclean
Regional Manager WA at Prixcar Services Pty Ltd
Couldn't agree more. My Managers are told to keep this in mind when employing staff. At
the end of the day, that's why I employed them.
o
o
Like(15)
Reply(2)
2 months ago
LikersJeffrey Chavez, Kelly DeVries, Lee Yong Chun, +12
Replies2 Replies
Erik Palumbo
Senior Technical Recruiter at Walgreens erikpalumbo@hotmail.com
I wish you could add Polite to the job requirements.
Like(11)
2 months ago
LikersLisa M. Beck, Lesa Bergson, Paula Ihamki, +8
Chan Ngee Key

Good to hear that Shandelle Mclean.
Like(2)
2 months ago
Likerskourosh delshad and SYED TAYYAB BUKHARI
Katy Day
Digital Marketing Executive at Localiiz
Most importantly, When can I start? Unfortunately, Hong Kong has yet to catch on. Many
companies here are focused on finding 'pleasant' personalities as opposed to someone
lively and willing to dive right into the deep end. Normally this means someone who
won't question but will just keep their heads down and do. Although in some job roles,
this is key but for others it stunts creativity and any option to grow within a role and the
company. Experience and grades have always topped any other criteria here and with so
many companies not offering experience, the next generation seem to be even more
screwed.
o
o
Like(17)
Reply(7)
2 months ago
LikersMaria K. Zhelyazkova, jubair Khan, Ivy Chan, +14
Replies7 Replies
jubair Khan
-Nice your look
Like
2 months ago
Ivy Chan
Senior Assistant Planning Manager - Fashion at DFS Hong Kong Limited
Totally agree with you on HK situation. I've been working for expat managers and
my experience with them is they don't plan to stay too long and only want to hire
someone who knows everything and don't question much. There's no people
development as there's always people willing to get in the companies with "big"
names...the next generation tends to have specialized skills in one role rather than
dynamic exposure.
Like
2 months ago
o
Show More
Rod Rodi
Process Development Manager - Van Eyk Pty Ltd
Once again well said Sir Richard spot on. Typically simple and full of the not so common,
"common sense'. Personality to fit a company culture is certainly the key to forming a
successful, high achieving, innovative team if only HR managers would acknowledge this
instead of taking the easy way out and judging purely on qualifications and results.
o
o
Like(19)
Reply(1)
2 months ago
LikersJanice Wright, Sid Perkins, burhan uddin, +16
Reply1 Reply
Chan Ngee Key

Yes Rod Rodi, hope that the HR folks will focus on the character and personality
too.
Like(4)
2 months ago
Likerskourosh delshad, SYED TAYYAB BUKHARI, Josie Richardson, +1
Jennifer Bober
Marketing Manager at Peoples Education
This is so true. At my last job, my supervisor built a team that really clicked. In our
company, we were considered the noisy ones and the social crew. We laughed together a
lot, and since they eliminated the group (a refinance meant taking the distribution group
off of the books because we showed up as overhead with no capital), we've been getting
together to celebrate new jobs and offer support to those still looking. If the re-finance
hadn't been necessary, we would still be there, pushing forward, bucking the trend in our
market (in an industry where profits were down across the board, we were up 4%) and
making money for them. It took a while to get there, and before it happened, we saw how
destructive it could be to have someone who was a bad fit. Once she achieved it, though,
we were all happy to be there and it showed in our work.
o
o
Like(20)
Reply(1)
2 months ago
LikersGinger Christensen-Kondash, Darcy Chloe-Reagan, MBA, John Hollingworth, +17
Reply1 Reply
Patty Connelly
Senate Clerks Office at CT General Assembly
I can do any job out there and would be the most devoted worker. Every interview
I have ever gone on I got the job. I just turned 55 but I don't feel 55 - I need to
work the rest of my life to put my 13 and 14 year old kids through college! I have
had no medical coverage for 3 years now - and juggling 3-4 part time jobs... life is
insane and I cannot get even an interview for an admin job (as a 29 year systems
programmer) Life is upside down and backwards - age discrimination and being a
woman are two very real reasons why I cannot get an interview. Sad and
despicable. Young males 20-24 years old getting all the jobs with no work
experience whatsoever. I don't negate them the opportunities but geesh, it's scary
out there! God help us! ;-)
Like
2 months ago
Steve Koerselman
Sales Executive at Domo, Inc.
Amen. So important in building a cohesive team! @richardbranson #teambuilding
o
o
Like(10)
Reply(2)
2 months ago
LikersJoseph Mothepu, Matthew Goodwin, Lisa Brett, +7
Replies2 Replies
Leo H. Arvalo Naranjo

Financial Planning Manager & Consultant looking for my next challenge.
Analytical and strategic thinker with + attitude.
Confidence between each other in a team I think is the key word!
Like
2 months ago
Chan Ngee Key

That's right Steve, it is so important to have a team with the right attitude.
Like(7)
2 months ago
The 3 Questions People Always Forget to Ask

in an Interview
August 15, 2013
1,111,328
3,744 Likers
1,290 Comments
inShare20K
Getting an interview for that dream job is a perfect chance to sell yourself and you need to make
sure that you get everything right.
Preparation is vital and it goes without saying that you should turn up for the interview knowing
everything there is to know about your prospective employers and the role that you have applied
for.
Of course, no two interviews are ever the same and the line of questions that you take will be
determined by the nature of the company and the people who are interviewing you.
But I have always been more impressed by candidates who ask ME questions. The process
should never be one sided - you need to take control. The best way of doing this is to ask as many
questions as the interviewer does.
There are at least three questions you should definitely have ready to ask for every job interview
you go for. Remember the aim is to sell yourself as a bright, motivated and ambitious individual
but it is important not to be too obvious. The people who are interviewing you will have heard it
all before and they will be looking for someone who has that little bit extra quality or personality
which sets them apart from the rest of the crowd.
Here are three questions that you should always try and ask:
What qualities are you looking for in the person you are hoping to appoint?
This may sound like a very obvious starting point but it is vital for both parties to grasp exactly
what it is needed from candidate in terms of skills and experience. Remember the whole point of
the interview is to prove you are the person that they want and are looking for. There is a much
better chance of being able to do that if you actually ask the interviewers straight from the start
what their ideal candidate would be.
What scope is there for personal development at your company?
It is important to show any prospective employee that you are the type of person who is
ambitious and is looking to move their career forward. No one wants to take on an individual
who is going to be content to coast and you need to show that you are not coming along just for
an easy ride. Any ambitious and forward thinking company will be looking for like minded
individuals. Ask a question which will give you give the chance to show just how driven you are.
Is there anything you have seen in the other people on the shortlist that you have not seen in
me?
This is a great question to throw into the mix as the interview is drawing to a natural close. I
remember a candidate asking me this once and I had to smile because it left me with nowhere to
go. As well as turning the tables on the panel it is also a great way of gauging just how well or
how badly you have performed throughout the course of the selection process. You should
always be looking to improve and getting feedback from an interviewer is a crucial part of this. It
is a risky strategy to take because you might get an answer you are not happy with. But if you are
prepared to take a risk, then this final question is a gamble that just might pay off.
Keep up to date with all the latest news, jobs and videos at Hamilton Bradshaw.
Photo: Courtesy mysteryapplicant.com
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Mathilde Pribula
Partner at Valerie Frederickson & Company
I disagree with question 1 and 3 - question 2 is ok but I would phrase that one differently.
They are too generic and I usually get these questions from either recent grads or
unsophisticated or unprepared candidates. You should be asking these questions instead:
1. What are the critical challenges your function/group/team is facing right now? How
would you want the person is this role to help you with those? 2. What are the longer term
goals you've set for your team? What are the major obstacles to achieving these goals? 3.
What skills would you say you've developed the most since you've been at XYZ?
o
o
Like(241)
Reply(11)
4 months ago
LikersRachel G. Goss, Vanja Sarkovic, Francesca Libassi, +238
Replies11 Replies
Nicola Washington
My ambition is my success
Yes I like these
Like
1 month ago
David Gordon
Human Resources Professional & Fellow, CIPD
Totally agree. Question 1 would indicate that you haven't read the person
specification and/or hadn't grasped the essential competencies of the role; question
3 is nave and presumptuous.
Like(3)
1 month ago
LikersWilliam Ponton, Szu-Yu Chen, and Irazema Fuentes
o
Show More
David J. Clark
Oracle/PeopleSoft DBA
I understand why people see a need for interview 'strategies' and 'selling yourself', but my
opinion and experience is to be myself in the interview, and answer every question
honestly. If I get the job it's because I am a good fit, not because of any 'interview
strategies' . Any deception or attempt to be something I am not will soon become apparent
if I get the job and they get to know the real me. If I don't get the job, I probably wasn't
right for it anyway. I have been fortunate to find employment where I can be myself and
my skills, abilities, personality, attitude, integrity etc, have been sufficient to meet the
requirements and provide a mutually beneficial employment experience. Life is too short
for masquerade and game playing.
o
o
Like(177)
Reply(8)
4 months ago
LikersLouise Mackenzie, Ray B., Steven Rosenstein, +174
Replies8 Replies
David Gordon
Human Resources Professional & Fellow, CIPD
Spot on.
Like(1)
1 month ago
LikersSamar Asamoah
Rama Krishna GVS

Integration Architect 'Cloud, SFDC & SOA' - Silicon Valley
You nailed it. Unfortunately present generation humans living in own drama, I
would like to see many people like you living in reality.
Like(1)
1 month ago
LikersSamar Asamoah
o
Show More
Natalie Feerick
Owner at DressXS & Principal at My Professional Friend
Gosh there are some conflicting views here! I think as someone else says 'It depends on
the gig' - you really have to pitch your questions to suit the job. The salesman who asked
'What would it take for me to get the job' was demonstrating a sales closing technique,
while essentially asking James' 3rd question. You don't want to make yourself look too
smart (another point already made) - no-one wants to employ someone smarter than they
are. A good preparation tip is not only to find out all you can about the job and the
company but WHO is interviewing you because you may tailor your questions differently
for an HR Manager than a line manager. My favourite one if you feel a good rapport with
the interviewer, is a very simple and tongue in cheek, 'When can I start!?' - usually
everybody laughs and most importantly you have actually ASKED for the job.
o
o
Like(51)
Reply(8)
4 months ago
LikersRay B., Steven Rosenstein, Joyce Abuka Joshua, +48
Replies8 Replies
Temecia L. Jackson
HR Professional | Workforce Development | Training and Talent Development
Love that suggestion Natalie. I'll be sure to try it out on my next interview!
Like(1)
3 months ago
LikersJorge Marcano
Ayaz Khan
Partner Account Manager at Unique Technologies
I recently asked the same.. Pray I get it..:-)
Like(2)
3 months ago
LikersLanni Nguyen-Vo and Susan Sciotto-Brown
o
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Josh Denomey, Resume Writer, BA, CHRM

Resume Writer and Career Consultant at ResumesCanada
I think the last question is an interview 'killer' and here's why. You just had a good
interview and then you ask the question about your own possible short-coming(s). The
interviewer has now started thinking about how you came up short versus the rest of the
candidates. Is this the best time for an analysis of your candidacy? Or would it be prudent
to let the interviewer debrief, either with him or herself or with the supporting person on
the recruit at a later time. I think it's too risky. Instead of this question posed at the end of
the session (or at all), we feel that one should ask a question that will be sure to elicit a
positive response. In other words, the question you should ask at the end of the interview
should be one that guarantees a positive result and thus leaves the interviewer feeling
good. For example, 'why do you like working here'. This question is a fail-safe, and even
if the person hates working at xyz company, they will have at least one nice thing to say
about working there.
o
o
Like(54)
Reply(3)
4 months ago
LikersMarilyn Kai Jewett, Joseph Buntic, Manny Cartagena, +51
Replies3 Replies
Folakemi Olusa
GM Retail Operations at PZ Cussons
With question 3; I can imangine the look on any interviewer's face.
Like
3 months ago
Victoria Doroshenko
Senior Project Specialist at Partners HealthCare
100% agree with Robin Rea
Like
4 months ago
o
Show More
Robert Lasher
Director/Senior Consultant at CBIZ MHM, LLC; Credit Risk Advisory Practice
Savvy hiring managers read posts like these on LinkedIn and all over the place. Want to
bomb an interview? Sound like you just memorized your script and know all the "right"
questions to ask and all of your "lines" perfectly. Yes, prepare. Know your resume and
you unique value proposition, but communicate it by what you do, demonstrating it by
what you have done, and articulating why what you did mattered. If you turn your
interview into a mutual interrogation, well good luck with that. Here's something novel:
be yourself.
o
o
Like(58)
Reply(3)
4 months ago
LikersRay B., Marilyn Kai Jewett, Christoffe Jonin, +55
Replies3 Replies
Patrick Urey
Student at The University of Manchester
You shouldn't have to learn any "lines" if you're telling a story to the interviewer
about what you've done and why it matters. For that reason being yourself should
be easy; overcoming nerves potentially a different story altogether.
Like
1 month ago

I think Robert's advice is sound. Try being yourself for a few interviews and go
with your gut, as well as try to cater to what you think they want. If things are not
working well with your current strategy, change it up, what do you have to lose.
Like
3 months ago
o
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Dipak Gaikwad
SEO Professional
But, what to ask when interview gone very bad...?
o
o
Like(9)
Reply(4)
3 months ago
LikersRob Jones, PARAS JAIN, Christopher Craig, +6
Replies4 Replies
PARAS JAIN
QA Engineer
can i leave for a day?
Like
2 months ago
Denny MANSART
Transformation Leader in Lean Management for Operations in CIB at JPMorgan
Chase
If you felt the interview gone very badly, what about being transparent at the end
on your feeling? It has happened to me once, I got another trial, was it chance?
sincerity?
Like(1)
3 months ago
LikersAnshul Mendhiratta
o
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Jitesh Dhawan
Solution Consultant at Servion Global Solutions Ltd.
Over 90% of HR people has no idea what to answer for any of the questions listed above.
Always got a blank face.
o
o
Like(16)
Reply(4)
3 months ago
LikersLarry Sinclair, Ritin Gupta, Natallia R., +13
Replies4 Replies

I think what works best is to pretend your are selling something to the person who
is sitting in front of you. If you are a good salesperson, you should be able to sell
your skills and other requirements. The comment from the gentleman below
regarding listing a whole bunch of items, this method probably did not work as the
person interviewing felt intimidated and could have felt foolish/embarrassed. I
think a softer approach would have been better or even just providing the language
that the person is used to. Using a lot of industry knowledge will work great with
an experienced hiring manager, but for someone who is screening candidates, this
may not be the best approach. Stick to the job posting as your guide and you will
find that you will have the proper balance of what they want and what you should
tell. It may not always make the best sense, but if you can play the game, you
should see some improvements.
Like
3 months ago
Susan Sciotto-Brown
Director, Global Regulatory Affairs at AbbVie
Remember that when the HR person doesn't know what they're doing, they are
very uncomfortable. The gives you the wonderful opportunity to be a mentor. In
the last interview I had where the HR person had no clue, I explained my role very
clearly, and gave them a brief "101" on my responsibilities, then apologized for
getting so basic. She was grateful that I helped her understand the job better
(remember - the HR person is expected to know the nuances of Everyone's job not necessarily an easy thing to do). My approach helped her save face and helped
me get to the next stage of the interview where the hiring manage Did know what
he was talking about. If you can approach the situation respectfully, getting an
inexperienced HR person may turn into an opportunity.
Like(2)
3 months ago
LikersNeha Thomas and Satya Priya Mallavarapu MBA, PMP
o
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Ray Culp
I'm sorry, I just can't take the traditional recruitment process seriously any more. The
article starts out with: "Getting an interview for that dream job..."? How can you possibly
know it's your dream job at your first interview? Then it goes on to give you advice on
how best to 'sell youself' as 'ambitious' and 'wanting to move you career forward'. All in
all, the gist of the article sounds like the advice I would give to a guy selling vacuum
cleaners on people's doorsteps. Ricardo Semler, CEO of Semco, calls this the 'web chat /
Internet dating recruitment and selection process'. You say your company is Brad Pitt, I
say I'm Angelina Jolie and then we meet in a bar. You forget to tell me that you're moving
your entire operation to Vietnam, I forget to tell you that I have fits of rage every so often.
So we meet a couple of times and decide: "Let's get married!" This is why Semco has a
much longer, intensive recruitment process, which gives the company and the employee
the chance to really get to know each other. The result has been an average of 2%
employee fluctuation per year over 25 years.
o
o
Like(42)
Reply(4)
4 months ago
LikersLarry Sinclair, Runova Yulia, Cheryl O'Donnell, +39
Replies4 Replies
Frans Gerber
Owner/Assessor at GOLDFIELDS AUTOMOTIVE ASSESSORS
Ray.. I like it ! Don't ask me to explain to you, why me.. and not the other guy !
Give me the opportunity to proof it to you. I think interviews should be much
more hand-on. SHOW ME WHAT YOU'VE GOT !!
Like(3)
3 months ago
LikersRay Culp, Abdallah Rage Ali, and Michael Budzon
GAURAV KUMAR
Academic Associate(CISG) at Indian Institute of Management, Ahmedabad
Agree with you.
Like(1)
3 months ago
LikersRay Culp
o
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Trevor Gilbert FAE FRSA CMCIPD QDR MICM

Chairman, The TRG Group. Highly experienced expert witness employment consultant
(loss of earnings - PI/ ETs)
Poor examples. The first question should have been made apparent in the job and person
specification acquired before the interview. Second question is valid, but still poor
because it depends on what sort of job one is going for. At the lower end of the
occupational ladder a road sweeper is not likely to ask this question and it will depend
entirely on whether the candidate has any motivation to succeed. The third question is
utter nonsense. Mr Mettendorf is spot on - don't ask questions that may lead to an answer
you don't want to hear. Mr Caan, you are considerably out of touch.
o
Like(9)
Reply(1)
4 months ago
LikersSatrina Brandt, Leontine Synor, MSOD, Angela Hackett, +6
Reply1 Reply
Matthew Odom
MSA
Why is everyone a critic? Every article can not possibly apply to every person in
the world. Take what you can from it. If that is nothing, then move on.
Like(31)
4 months ago
LikersRaveen Arora, Kenya Maclin, Penny Miller, +28
Tina Miles
Manager, Human Resources @ Four-O-One Electric/My High Speed Networks
As a recruiter, if you asked me Q1 I'd be disappointed. You should already know this info
if you read the posting and listened to what I said in the interview. Q2 is ok to ask but
usually a good recruiter will have told you this info during the interview. Q3, in my
opinion is a lazy question. I much prefer the candidate to tell me how their skills and
capabilities can help the company meet its goals. If you can't figure that out from what
we've been discussing then you're not the person I want to hire. I love it when a candidate
says to me something like "After listening to what you've said today, I believe that xx and
xx are the top priorities for this role/company. I can help the company work on those
priorities by ......" This tells me that they've been attentive during the interview and that
they have skills which are useful to the company.
o
Like(32)
Reply(4)
4 months ago
LikersDrew Robinson, Tanya Washington, Penny Miller, +29
Replies4 Replies
Annie Francis
Executive Policy Officer - Premiers Council for Women
I love the suggestion of the summary statement at the end of the interview to
highlight understanding the company and what the candidate can actually bring to
the role. I always look for a way to finish with the positives I bring, but this is a
great way to frame it so it is aligned specifically with the role. Thanks Tina.
Like(2)
3 months ago
LikersTina Miles and Leontine Synor, MSOD
Tina Miles
Manager, Human Resources @ Four-O-One Electric/My High Speed Networks
@Sonja. I urge you not to dismiss the recruiter's ability to tell you the info you are
seeking from the hiring manager since sometimes the recruiter will have insight
the hiring manager doesn't have. Comparing what the recruiter and the hiring
manager's answers can also give you valuable information. Remember if you don't
impress the recruiter you may never get to see the hiring manger.
Like(5)
4 months ago
LikersImogen OMahony, Lynn Hoyt, susanto ph, +2

o
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Valen Pirret
HR Coordinator at Industrial Recruitment Partners
And I agree with Stephen... I'd even go as far as to say a company's culture (no matter
what country you're in) could make asking questions like these a harmful exercise and
raise more doubt than excitement in an interviewer's mind. Especially question 2... Some
orginisations have wonderful employee development practises in place for employees
who show promise, but initially hiring managers are most interested in finding staff that
will really deliver in the role they're interviewing for. I can imagine the reaction to
question 2 by a good score of hiring managers I've worked with in the past: "If this
candidate is already looking for ways to get out of the role they're interviewing for, they
definitely won't want to be doing it for long!" Should an interviewee run the risk of
planting the idea that they'll only be around until the next best opportunity comes along? I
say risk because it is... a candidate doesn't know the company culture or the hiring
manager's attitudes well enough to predict reactions to this question. Question 3
automatically rubs me up the wrong way, for the same reason many others have pointed
out - it seems overly confrontational! And likely to produce unpredictable answers. Very
few interviewers go into an interview prepared to answer questions about other applicants.
I have no problem with the idea of inviting the interviewer to raise any doubts they might
have so they can be openly discussed, but asking about other candidates could come
across as unprofessional, even inappropriate. Lastly, I would make the point that there are
several questions along the lines of question 1 that a candidate can ask... questions that
say "I want to know if I'm right for this role just as much as you do." For example: Would
I be providing service and support only within my department, or across divisions? What
qualities would be seen as most beneficial by the person I'll be directly reporting to? What
are the biggest contributions you can see this role making? Are there key responsibilities
in this role that you would like to see the most focus on in the early stages? Would the
best person for this role be better at delivering on set outcomes, or better at self-direction?
Is the role part of a large team, or more independent? Is it an established position, or a
newly-created one? If it's a new role, what would you like it to acheive or add to the
business? Any candidate that asked enough relevant questions ABOUT THE ROLE (and
was genuinely interested in the answers) would stand out in my mind. It's amazing the
number of people who don't make the most of the opportunity... and it can be done
without saying anything risky or potentially damaging to the interview.
o
o
Like(39)
Reply
3 months ago
LikersManny Cartagena, Runova Yulia, Sak Kounsavat, +36
Jay Cosnett
Producing breakthrough digital customer experiences.
I think these are great suggestions, but I also think the comments are interesting, and with
a little tweaking, most of their objections could be addressed. Keep in mind, too, that the
company isn't just interviewing the candidate--the candidate is (or should be) interviewing
the company, and the position, to see if they meet the candidate's needs. When I have
interviewed candidates, here are questions that I would welcome and could serve the
candidate, and the hiring company well: 1. Besides what's described in the job
description, what are some of the qualifications and experience that you think would help
someone really excel in this position? This gets around the "Didn't they read the job
description?" objection. Most job descriptions and announcements are pretty generic and
can leave out a lot--this shows that the candidate wants to know about what it takes to
succeed in this job, beyond the boilerplate. 2. If you think about some of the people who
have done well here and really transformed the company, what are some of the qualities,
especially "soft skills," that they have in common? This dilutes the "I only want this job as
a stepping stone" implication of the original and lets the interviewer talk about what really
"works" in their organization, which the candidate can then speak to. 3. We've covered a
lot of ground today. Is there anything important about the position, your company or
myself that we've missed, or anything about me you'd like to know more about. This is
softer, less "What would it take for you to buy this car today?" hard-sell. But it also says,
gently, "Are there any gaps between me and the position that I could fill in for you?"
Great candidates have all kinds of experience and abilities, some on their resume, and
some not. This gives the interviewer a chance to contemplate any gaps between the person
and the candidate, and give the candidate a chance to address them, if they can.
o
o
Like(26)
Reply
4 months ago
LikersSak Kounsavat, Tanya Washington, Keila Matthews, +23
Tom W
Senior Recruiter
An alternative to the third question could be: "Now that we've spent some time together,
how do you see me fitting in with your team?" It accomplishes the same objective which
is to point out any reservations or objections the interviewer may have without being
forceful.
o
o
Like(25)
Reply(3)
4 months ago
LikersPatrick James Garcia, Marie Sorell, Karan Baptiste, +22
Replies3 Replies
Marie Sorell
Network Systems Engineer at Mobility Integration Workgroup
Great option. Thanks Again.
Like
3 months ago
Marcus Pearce
Retail Professional
Definitely a much better option!
Like
3 months ago
Show More
Rich Boldy
Principal Network Engineer at Time Warner Cable
The question on personal development is fine - fairly standard but only towards the end of
an interview. You need to show you value your input for the benefit of the company more
than yourself first. I've interviewed 100's of people and if any of them asked either of the
other 2 questions I would have serious doubts about hiring them. Firstly it should be very
clear from the company culture and job description what qualities we're looking for - not
being able to see this shows a lack of awareness or self-motivation/confidence but if
there's any doubt the question should be phrased something like: "I see from the job
description that this is a customer facing role which is great - I love helping customers out
and really value listening to them, what are the challenges you see in this part of the
role?" instead of effectively "Tell me what you want and I'll tell you I have it". Secondly,
the other question creates an us/them situation - it puts the interviewer on the spot and
makes them uncomfortable. Talking about other candidates is ethically wrong and an
infringement of employment legislation in some countries as it creates an unfair
advantage for the last candidate to be interviewed. Interviews are about quickly and
effectively developing a business relationship of respect and trust. If a candidate is going
to ask a question like this in this situation how are they going to behave with other
colleagues or customers? Are they going to intentionally try and force information out of
them to satisfy their own ego with no empathy for the other persons situation? I would
recommend not having a script or a list of questions you MUST ask, but treating it like a
discussion with a new potential friend. Only apply for jobs that you are a realistic
candidate for in the first place then do your homework on the company and position and
the right questions and answers for the moment will be obvious and natural. You will both
be more relaxed and confident after the first five minutes and interviewer will be left with
a positive impression - even if you didn't check all their boxes, overall feelings and
perception can be and often are much more important.
o
o
Like(14)
Reply(2)
4 months ago
Likers , Leontine Synor, MSOD, Barbara Osbourne, +11
Replies2 Replies
Troy Tomasella
General Manager at Regus
I agree with your not having a must ask list but rather being natural and honest and
this should help your natural personalilty shine and give the interviewer a true
feeling of who you are rather than false persona.
Like(4)
4 months ago
LikersTso Charlene, Tonya Vanover, Rabi Krishnaratne, +1
Musa Kargbo
Postgraduate student at Ealing, Hammersmith & West London College
Rich you are spot on with regards to James Caan article on interview questions.
Two of the three questions suggested in his article should never be attempted, in
my opinion, they are recipe for disaster for the candidate. The main purpose a
company put job advert out is to attract the right calibre of candidate. Hence the
job advert will clearly state both the job and person spec including some hidden
skills and qualities the company may deemed essential or desirable towards the
role. The candidate automatically shoot themselves in the foot because of failing
to read and understand the job advert. To me, that indicate lack of interest and
preparation and therefore, its a BIG No for me. The question about other
candidates qualities raises eyebrow and question the candidate's own abilities and
confidence. Who cares if the next candidate on the shortlist has climbed Mount
Everest without an oxygen mask? The focus should be on yourself but nobody
else!!!!!!!!!!!!!
Like(6)
4 months ago
LikersSamuel Njogu, Leontine Synor, MSOD, Abderrahmane Haddadi, +3
Mary Kaye McCallie, CPC

CEO at MKaye Placements, LLC
Great topic! For my niche, which is legal support to mid level management, my 3
questions for candidates to ask are: 1. What's of most value to you in the person you're
going to hire for this position? 2. How will I be able to help the most, coming in the door
and 30 days from now? 3. Tell me about the team and how they work together?
o
o
Like(18)
Reply(3)
4 months ago
LikersGurdeep Kaur, Tanya Washington, Philip Ben-Shabat, +15
Replies3 Replies
Yujiao Liu
Project Manager at Qingshan Shipyard
i like your questions, each of them is pointing to a certain direction.
Like(1)
4 months ago
LikersMary Kaye McCallie, CPC
Mary Kaye McCallie, CPC

CEO at MKaye Placements, LLC
Sumita: People hire both the hard and soft skills. The interview is about both of
those.
Like(1)
4 months ago
LikersTanya Washington
o
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Tim Wirtz
Business Development & Management Professional
I change up #3 a little bit and ask "Are there any last questions in your mind about my
ability to exceed your expectations in the position." This stays away from the feedback
but practically speaking gets you to a similar point. I want to leave and interview having
spent the time ensuring that I have answered every question or doubt and demonstrating
confidence. Then if you're edged out by a stronger candidate so be it, it's business.
o
o
Like(18)
Reply(1)
4 months ago
LikersTanya Washington, Evan Held, Leontine Synor, MSOD, +15
Reply1 Reply
Asha Mathew
Technical Lead (Trainer) at Cognizant Technology Solutions
That was a great way of putting question No 3 across! Wow!! Thanks :)
Like(1)
4 months ago
LikersTim Wirtz
Brian O'Connor
Global Head, QC Laboratory Management at Novartis Vaccines and Diagnostics
I'm sorry James but this is terrible advice. Question 1 should have been answered in the
Job Profile that the company sent out. If I was asked this question, I would be thinking,
did you read the profile? Question 2, absolutely ask! Question 3. Why do I care about the
other interviewees? You need to sell yourself as the best. If they say something is wrong,
you are on the backfoot. Instead phrase the question more along the lines of "Are there
any more questions that you have for me in regards to the position, are there any gaps that
you feel I may have, perhaps we can discuss more?" Do not bring other candidates into
the mind of the interviewer, this is nonsense.
o
o
Like(17)
Reply(1)
4 months ago
LikersMark Ngyuen, Zill-i- Ehsan, Radosveta Kapsazova, +14
Reply1 Reply
Saurabh Agarwal CA, CS

Credit Analyst at HSBC | CFA Level III Candidate
You really re-framed the last question well. Coming to the first question, we may
go on to understand the Job Profile in bit more detail. I agree that simply asking
about Job Profile is strict no.
Like
4 months ago
Dharmesh Jani
Product Marketing and Technology Visionary
None of these questions honestly will elicit any useful response from the interviewer. For
instance the first question "What qualities are you looking for..." is very generic. Any
response can be a time filler. I am looking for bright, motivated and intelligent person. Ok
next question... More useful question from the candidate I always find are tactical in
nature. Such as what is the first 100 day goal for candidate to accomplish in this position.
If interviewer cannot answer this crisply then you know that perhaps the position is not
being well thought out. Anyways I can find many ways to improve upon the question set.
Ask tactical questions, actionable questions, not strategic or long term ones. My choice
would be:- 1. What are the most pressing problems that you need addressed? 2. What on
the job training can I expect to be successful? 3. How has a t person in your organization
grown in last 3 years? etc etc..
o
o
Like(17)
Reply
4 months ago
LikersJarlath O'Neill, Tanya Washington, Marta Montalvo-Ramos, +14
Vernon Ross
Social Media Strategist St. Louis | Facebook Marketing | LinkedIn Trainer | Twitter |
Social Strategy Podcast | Coaching
These are great questions to ask. I think with any advise given you have to consider how
you would say it. I once had an old sales manager tell me to "say what fits your mouth
son" Meaning that just because he gave me an example of how to sale something didn't
mean I needed to be a carbon copy of him. I think you have to take these questions the
same way. I you love them practice text and deliver when these like they were your own.
However if I were doing these here's what I would say: 1. What are the top three qualities
you're looking for in the your ideal candidate? 2. How does the company focus on growth
and development and is there an emphasis on continuous learning? On this third one I
would preface it with a statement: As a rule anytime I have a chance to speak with
someone about a job I try to make sure that I've covered all the bases that would make for
a great interview. (Now the question) 3. Is there a burning question that's on your mind
that I didn't answer or something you would like to explore more in our conversation
before we wrap things up? All of these questions I've used before in interviews and the
last one has sparked the most conversation and I've gotten great feedback. I don't think
they are that different than what Mr. Caan stated but I'm just saying what fits my mouth.
Sorry for the long comment but this was a really good article and I love talking about this
type of thing.
o
o
Like(15)
Reply(1)
4 months ago
LikersNavin Shankar, Vernon Ross, Tanya Washington, +12
Reply1 Reply
Vernon Ross
Social Media Strategist St. Louis | Facebook Marketing | LinkedIn Trainer |
Twitter | Social Strategy Podcast | Coaching
Like(2)
4 months ago
LikersJarlath O'Neill and Vernon Ross
Ellen Jaffe Cogan

Keynote, Consultant, Trainer, Author of forthcoming book "THE PLANNING
SOLUTION: Meet Standards AND Preserve Play
I like the questions but this one needs one word to make it more acceptable to the
interviewer and make it work for the applicant - Is there anything you have seen in the
other people on the shortlist that you have not YET seen in me? This enables the applicant
to address whatever someone else showed the interviewer in a positive way.
o
o
Like(15)
Reply
4 months ago
The Most Important Interview Question of

All Time - Part 1
January 17, 2013
1,086,832
6,619 Likers
1,906 Comments
inShare33K
(NOTE - this is not the ONLY question, just the most important. Make
sure you check out THE ANSWER (Part 2) post. Part 3 is for job-seekers on how to prepare for
the interview.)
Over the past 30+ years as a recruiter, I can confirm that at least two-thirds of my hiring manager
clients werent very good at interviewing. Yet, over 90% thought they were. To overcome this
situation, it was critical that I became a better interviewer than them, to prove with evidence that
the candidate was competent and motivated to do the work required. This led me on a quest for
the single best interview question that would allow me to overcome any incorrect assessment
with actual evidence.
It took about 10 years of trial and error. Then I finally hit upon one question that did it all.
Heres it is:
What single project or task would you consider the most significant accomplishment in your
career so far?
To see why this simple question is so powerful, imagine youre the candidate and Ive just asked
you this question. What accomplishment would you select? Then imagine over the course of the
next 15-20 minutes I dug deeper and asked you about the following. How would you respond?
Can you give me a detailed overview of the accomplishment?

Tell me about the company, your title, your position, your role, and the team involved.
What were the actual results achieved?
When did it take place and how long did the project take.
Why you were chosen?
What were the 3-4 biggest challenges you faced and how did you deal with them?
Where did you go the extra mile or take the initiative?
Walk me through the plan, how you managed to it, and if it was successful.
Describe the environment and resources.
Describe your managers style and whether you liked it or not.
Describe the technical skills needed to accomplish the objective and how they were used.
Some of the biggest mistakes you made.
Aspects of the project you truly enjoyed.
Aspects you didnt especially care about and how you handled them.
How you managed and influenced others, with lots of examples.
How you were managed, coached, and influenced by others, with lots of examples.
How you changed and grew as a person.
What you would do differently if you could do it again.
What type of formal recognition did you receive?
If the accomplishment was comparable to a real job requirement, and if the answer was detailed
enough to take 15-20 minutes to complete, consider how much an interviewer would know about
your ability to handle the job. The insight gained from this type of question would be remarkable.
But the real issue is not the question, this is just a setup. The details underlying the
accomplishment are what's most important. This is what real interviewing is about getting into
the details and comparing what the candidate has accomplished in comparison to what needs to
be accomplished. Dont waste time asking a lot of clever questions during the interview, or box
checking their skills and experiences: spend time learning to get the answer to just this one
question.
As youll discover youll then have all of the information to prove to other interviewers that their
assessments were biased, superficial, emotional, too technical, intuitive or based on whether they
liked the candidate or not. Getting the answer to this one question is all it takes.
_____________________________________________________
Lou Adler is the Amazon best-selling author of Hire With Your Head (Wiley, 2007) and the
award-winning Nightingale-Conant audio program, Talent Rules! His latest book, The Essential
Guide for Hiring & Getting Hired, was published on February 1, 2013.
Featured on:
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Posted by:
Lou Adler
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(386,570)See all Lou's posts
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Steve Hoey
Director, Canopy Housing
I don't think interviews work very well as a way of finding out about people. Very
capable people are not always good when put on the spot with lots of detailed questions.
Actors are very good.
o
o
Like(68)
Reply(6)
11 months ago
LikersAnn Rincker, Vikas Raidhan, Ahmad A., +65
Replies6 Replies
Brian B.
Executive Search Consultant, Medical Recruiter, Rsum Writer. Coach. Versatile
Writer.
YOU are correct. The biggest disaster candidates, back in my days when I had a
heavy hand in HR/recruiting, were always the ones who had a peerless interview.
Second, references only end up being about 35% reliable as indicators of future
performance. Brilliant comment!
Like
1 day ago
Karen Lee
Chief Operating Officer at auto careers group (Vancouver) inc.

All great comments! I agree, "professional interviewers" can often sell themselves
much better than they can actually perform. Many of our clients and other great
organizations have often referred to Synergy Evaluation Systems such as
Personality and Sales Aptitude testing when reviewing finalist candidates. There
are various theories used for such testing, but our software is based upon
Hippocrates theory that refer to the 4 main personality types (A,B,C,D) the most
useful reports are those that are easy reads for the hiring manager (after all, not
everyone is a psychologist) and those that incorporate tools to dig deeper into your
candidate.
Like
6 days ago
o
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Jeff Potts
Software Developer - Automation Solutions at Wilcox and Associates (a division of
Hexagon Metrology)
Honestly? This is a poor question. You can't use it on people with little-to-no experience
as they will have no significant story to tell. You can't use it with people with lots of
experience as - with people like me - there are maybe 30 different projects they've done of
similar significance spanning the course of their career. They can pick one, maybe fuzzy
on the specific details, and come across poorly. Or they pick something maybe 10 years
ago, because that's the one that popped into their mind first (or maybe there is some
nostalgia associated with that project), and it leads the interviewer to think that the person
is past his prime or is not advancing in their career. So, you're left to use it on people with
maybe 5 to 15 years experience. The best interviews I've ever had were the ones where I
was asked to actually SHOW what I could do, and not one where I talked about past
glories.
o
o
Like(22)
Reply(2)
5 months ago
LikersGan S., Claude Dumas, Jonathan Van Hollander, +19
Replies2 Replies
Claude Dumas
BPMS Architect
Brillant response Jeff, I think you hit where it hurts ! These questions put too
much emphasize on the "delivery" or accomplishment side. The key points for me
is the practical knowledge acquired, a strong logical and rigorous approach, the
attitude toward others (e.g. the capability to work in a team and respect opposing
opinions), as dictatorship leads to disaster most of the time. Your rightly explained
why it is misleading.
Like
14 hours ago
Guillermo Borges
Technical Strategy and Business Development
I see your point, but that only works for fundamental skills. To understand
whether someone can manage a project/program is not going to be gotten by
asking them to show you during an interview.
Like(1)
3 months ago
LikersBob Malkoch
David Kridler
Manager, PIMS Reporting at Premera Blue Cross
I just interviewed someone this morning and used this for the first time. I have to say, I
have never felt more confident in my assessment of the candidate. This question (and
follow-up questions) allowed me to get some very honest and thorough answers that were
revealed not only how the candidate performs, but their approach and thought process,
what they value, their interaction skills, and also highlighted areas for improvement. I am
able to make a decision based on real scenarios, their cultural fit on the team, as well as
whether their growth areas are complemented by skill sets on the existing team. Fantastic
approach to interviewing.
o
o
Like(7)
Reply
5 months ago
LikersPatrick Baek, Susan Tait, CSM, Lindy Taylor, +4
Tim Allen
Advertising Representative at The Ephrata Review
Now that I know the most important question, I can plan my greatest achievement!
o
o
Like(6)
Reply
6 months ago
LikersBrian Theoret, Will Husa, Ingrid Johnson Salomov, +3
Kent Vincent
Process Improvement Expert with Experience in Lean Manufacturing, Six Sigma,
Optimization, Operations & Quality
Not a bad choice, but these days candidates are likely to have had multiple career paths as
the economy morphs and discards certain specialties while new ones emerge. Some of the
most adroit and adaptive candidates have been able to move among (though not
necessarily with what are feebly dubbed "transferrable skills" More on that some other
time.) The question is what if that great accomplishment story is from an earlier
foreshortened career path or silo. Will the interviewer feel the candidate is wallowing in
"glory days" of the past or subconsciously longing for a long departed specialty unlike the
one under discussion? Or will it be further evidence that other candidates "more closely
match our requirements"-- the now universal rejection phrase that implants bias in an
interviewers' mind from the outset against candidates outside the norm or stove pipe
career path. I think the idea is on the right track, but it needs massaging and maybe
allowance for a few examples of accomplishments that demonstrated different things
altogether than the candidate deems important. Wouldn't you want to see that kind of
insight and versatility? This, by the way, is the trouble with 'behavioral interviews' in
general-- actual cases that the candidate can recall just don't hit on every button, and you
have to be lucky to have one wide-reaching project that does.
o
o
Like(9)
Reply
6 months ago
LikersSusan Tait, CSM, David Anthony Johanson, Suzette Lempitsky, +6
Gareth Cooper, CHRP

Talent Mobility Strategist - Uniting Mining Specialists with Awesome Projects Enhancing Careers
That should be common sense but the fact that you are writing this advice to influence
such a large following indicates its not all that common. Common sense is a rare
commodity these days.
o
o
Like(1)
Reply
11 months ago
LikersConnie Jo Elies
Threase A. Baker
President ABBTECH Professional Resources / Experienced Recruitment Professional /
CSP and TSC certified
Totally agree!!! Here is the problem: Manager's and HR professionals performing the
interview have very little time devoted to the interview. This creates a rush interview and
therefore these types of questions don't get asked. I coach my manager's to plan for the
interview, schedule the interview when its appropriate for them and don't rush the
interview. If a manager plans ahead of time with the questions ready - they will
participate in a GREAT interview! Doesnt mean the candidate gets hired but the manager
gets enough information to make a well thought out selection. I suggest we take these
questions, pop them into a word document and use as a template. Hope you are OK with
this!!!!
o
o
Like(1)
Reply
11 months ago
LikersDeborah Bratten
Adam Evanovich
Software Engineer
A challenging question to this question: "How do you feel about the words 'project' and
'task' being used to describe work today? Does that make you feel more included or more
excluded?"
o
o
Like(1)
Reply
11 months ago
LikersJennifer King
patrick ngolobe
HUMAN RESOURCES DIRECTOR EABL Uganda
Spot on....new hires that resign after less than 3years will have failed the "cultural fit"and
thus hiring managers and HR must address the Cultural fit question early enough in the
hrining process. It easy to pick up some the traits from a non formal "meet &greet"
session.
o
o
Like(1)
Reply(1)
4 months ago
LikersPearl Busingye
Reply1 Reply
Brian B.
Writer.
What's a cultural fit in a country with no human rights? What is fit in Uganda
regarding gay candidates? How do companies and agents like yourself address
human rights issues when hiring candidates that may be perceived or "openly"
homosexual?
Like
1 day ago
Susan Hott
Business Consultant at Nationwide Insurance
I think this question is brilliant. I was recently reminded by an HR professional that

resumes should focus on accomplishments/results versus responsibilities/tasks. The
answer to this question should be easily identified in the resume, so the candidate should
quickly be able to articulate a response.
o
o
Like(1)
Reply(1)
11 months ago
LikersConnie Jo Elies
Reply1 Reply
Brian B.
Writer.
Yes, a resume and cover can be a tool to increase time for higher level chat. A
resume should not lead to questions, as some strategists think (believing that this
will lead to an interview). The cover letter should "get out of the way" any issues
regarding job level, tenure here or there, relocation and more. I help my candidates
get the most out of the limited time they have during their initial (and subsequent)
interview/s.
Like
1 day ago
Terry Cabak
Documentation Specialist at Sears Holdings
Good list; now let's see one for people that are just entering the market for the first time;
let us see how many applicants have had internships, how many have had practice jobs,
how many have created a job for themselves or employed devotion to their ambitions
when a job did not materialize by shaping their future instead of looking for it.
o
o
Like(1)
Reply
11 months ago
LikersVickie Cox
Fayyaz Rashid
Area Service Manager at Indesit Company
Very good, and probing question it is
o
o
Like
Reply
11 months ago
David Ruane
Helping teams identify opportunities with global product release.
Great article - I like the follow up depth, it reminds me a little of the "5 whys"; though
going horizontally into many areas rather than deeper into one or two. As a candidate I
would appreciate any extra emphasis on significant, so I don't limit my response to small
but perhaps significant tasks which would not have the depth to deliver answers in all of
the follow on questions.
o
o
Like
Reply
11 months ago
Maelle Pernelle
West/South Europe Area training manager
Rarely done though...
o
o
Like
Reply
11 months ago
Satyender Singh Parihar

COMMERCIAL VEHICLE CLAIMS at TATA AIG GENERAL INSURANCE CO.
LTD.
very nice
o
o
Like
Reply
11 months ago
Daniel Berger
Talent Acquisition Manager at Pearson Technology
Lou, you had written numerous articles with the same thesis and it is still just as valid.
Thank you.
o
o
Like
Reply
11 months ago
Nirmal Kumar
PRESIDENT & CEO
Well said
o
o
Like
Reply
11 months ago
Jeremy Cid, CPC/CRC {LION}

SEO Manager
Very accurate information. In fact, I use a version of this tactic to help save time with the
interview. Asking this right off the bat can save you both time and headaches!
o
o
Like
Reply
11 months ago
Swati Singh
Senior Software Engineer
Very neatly described..!!
o
o
Like
Reply
11 months ago
Allan Davies
European Operations Quality Assurance Manager at Emerson Control Techniques
With a 2nd interview imminent I shall use this as part of my preparation work...nice one!
The Number One Job Skill in 2020

June 11, 2013
1,048,541
3,581 Likers
1,184 Comments
inShare20K
What's the crucial career strength that employers everywhere are seeking -- even though hardly
anyone is talking about it? A great way to find out is by studying this list of fast-growing
occupations, as compiled by the U.S. Bureau of Labor Statistics.
Sports coaches and fitness trainers. Massage therapists, registered nurses and physical therapists.
School psychologists, music tutors, preschool teachers and speech-language pathologists.
Personal financial planners, chauffeurs and private detectives. These are among the fields
expected to employ at least 20% more people in the U.S. by 2020.
Did you notice the common thread? Every one of these jobs is all about empathy.
In our fast-paced digital world, there's lots of hand-wringing about the ways that automation and
computer technology are taking away the kinds of jobs that kept our parents and grandparents
employed. Walk through a modern factory, and you'll be stunned by how few humans are needed
to tend the machines. Similarly, travel agents, video editors and many other white-collar
employees have been pushed to the sidelines by the digital revolution's faster and cheaper
methods.
But there's no substitute for the magic of a face-to-face interaction with someone else who cares.
Even the most ingenious machine-based attempts to mimic human conversation (hello, Siri) can't
match the emotional richness of a real conversation with a real person.
Visit a health club, and you'll see the best personal trainers don't just march their clients through a
preset run of exercises. They chat about the stresses and rewards of getting back in shape. They
tease, they flatter -- maybe they even flirt a little. They connect with their clients in a way that
builds people's motivation. Before long, clients keep coming back to the gym because they want
to spend time with a friend, and to do something extra to win his or her respect.
It's the same story in health care or education. Technology can monitor an adult's glucose levels
or a young child's counting skills quite precisely. Data by itself, though, is just a tool. The real
magic happens when a borderline diabetic or a shy preschooler develops enough faith and trust in
another person to embark on a new path. What the BLS data tells us is that even in a rapidly
automating world, we can't automate empathy.
Last week, when the BLS reported that the U.S. economy added 175,000 jobs in May, analysts
noted that one of the labor market's bright spots involved restaurants and bars. Waiters, cooks and
bartenders accounted for a full 16% of the month's job growth. As the Washington Post's Neil
Irwin put it, "A robot may be able to assemble a car, but a cook still grills burgers."
Actually, it's the people in the front of the restaurant -- and behind the bar -- that should
command our attention. The more time we spend in the efficient but somewhat soulless world of
digital connectivity, the more we will cherish a little banter with wait-staff and bartenders who
know us by name. We will pay extra to mingle with other people who can keep the timeless art of
conversation alive.
(George Anders is a contributing editor at Forbes, and the author of four business books. Follow
him on Twitter @GeorgeAnders, or keep up with his Forbes articles at
www.forbes.com/sites/georgeanders/)
Featured on:
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George A.
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Todd Shyres
Senior Project Manager
Ever since the book EQ was published the world has realized the value of empathy. Any
leader or manager needs to know how critical it is to understand the people you work
with. People are not robots or simply boxes in an org chart.
o
o
Like(7)
Reply
5 months ago
LikersRahul Sule, Debra Sheffield, Deb Schroth, +4
Les Lent
Coaching Companies to Greater Sales & Profits
The great new! Empathy can me measured and taught. It's at the heart of Emotional
Intelligence or EQ.
o
o
Like(2)
Reply(1)
5 months ago
LikersDebra Sheffield and Kathy Rowland
Reply1 Reply
Ben S.
Graduate Assistant at Seattle University
Taught, yes. Measured, I'm dubious. Empathy is a qualitative phenomenon, not
quantitative.
Like(1)
3 months ago
LikersJames R.
Mark Andrews
Customer Care Professional Manager at Roche Diagnostics Corporation
More important than empathy (I understand because I've been through what you've been
through) is compassion. Compassion that motivates one to care for another enough to
seek to understand inspite of differences in experiences.
o
o
Like(3)
Reply
5 months ago
LikersVenkateshwar Prasad Tangirala, PhD, George A., and Debra Sheffield
Ingrid Grant-Douglas, B.A.

HR Consultant at Millennium Resources
Glad to see that the human element still reigns above digital elements.
o
o
Like(2)
Reply
5 months ago
LikersTraci Parker-Gray and Debra Sheffield
Elsie Maio
Founder at Humanity, Inc/SoulBranding Institute
Another win for humanity!

o
o
Like(1)
Reply
5 months ago
LikersDebra Sheffield
Carol Kotopoulis
Nutritional cleansing & replenishment
I couldn't agree more! Personal interaction with others can never be replaced! I stake my
business and success on that.
o
o
Like(2)
Reply
5 months ago
LikersDebra Sheffield and Ferdie Bacierto
Kevin S. Allen
Educator
"Technology can monitor an adult's glucose levels or a young child's counting skills quite
precisely. Data by itself, though, is just a tool. The real magic happens when a borderline
diabetic or a shy preschooler develops enough faith and trust in another person to embark
on a new path. What the BLS data tells us is that even in a rapidly automating world, we
can't automate empathy." Very True.
o
o
Like(1)
Reply
5 months ago
Glenda Sullentrup
Licensed Professional Counselor at Inspired Life & Work
A colleague said to me at the beginning of the Internet age, that computers would one day
do our job (career counseling) for us. George very succinctly states what I believed then,
and still believe today. Human beings are social creatures and need face-to-face
connection, and always will.
o
o
Like(2)
Reply
5 months ago
LikersDebra Sheffield and Rajiv Shankar, ACA
Oscar L Price
Incident Manager HP/Bank of America Acct at Insight Global
I could not agree more with this article. I believe the personal touch, due to automation of
just about everything, has moved the human element to the background. When I was
accessing Verizons website, for example, and had a question about if they did or didnt
offer a service, the website was so canned with responses to my question (that did not
answer my question) that when I wanted to ask the question directly to a person, no one
was available (via chat, anything). I even tried to use the tried and true Contact Us link
but it cycled me back to the canned answers. Needless to say, I was not happy and will
not be happy with any company that is willing to drop the human element from customer
service in order to save a buck through automation.
o
o
Like(1)
Reply
5 months ago
Dan P.
Strength Conditioning Coach, Certified Personal Trainer
Oh yeah, I'm sure of this. When you listen to what someone says to you, communicate
your understanding of their message - it's like oxygen o
o
Like(1)
Reply
4 months ago
LikersGeorge A.
Tom Spillane
Data Warehouse Developer / Data Analyst / BI Developer
So technology replaces all the high paying jobs and its just the low paying jobs that are
out there. Hospitality a bright spot? Sure I'd love to work for tips. We have a serious
problem with the structure of the workforce, a relatively small number of high-skill highpay jobs and an increasing percentage of McJobs. There are a spread of abilities in the
work force and all those in the middle that used to have meaningful (for them) work now
work as security guards. What a waste.
o
o
Like(1)
Reply
5 months ago
LikersBen S.
Maithri M MA
Sr. HR Professional
Very true. Great article
o
o
Like
Reply
6 months ago
Alane Levy
User Experience Senior Manager
Mainly I like the picture :-)
o
o
Like
Reply
6 months ago
Omar Khalif
Operations Manager Consultant at Green Streets
Jazzmine Duke Sports coaches and fitness trainers. Massage therapists, registered nurses
and physical therapists. School psychologists, music tutors, preschool teachers and
speech-language pathologists. Personal financial planners, chauffeurs and private
detectives. These are among the fields expected to employ at least 20% more people in
the U.S. by 2020. Did you notice the common thread? Every one of these jobs is all about
empathy.
o
o
Like
Reply
6 months ago
Jacinda Jennings
Executive Assistant at Atlantic CAT
Fantastic!
o
o
Like
Reply
6 months ago
Omar Khalif
Operations Manager Consultant at Green Streets
Joii Duke Sports coaches and fitness trainers. Massage therapists, registered nurses and
physical therapists. School psychologists, music tutors, preschool teachers and speechlanguage pathologists. Personal financial planners, chauffeurs and private detectives.
These are among the fields expected to employ at least 20% more people in the U.S. by
2020. Did you notice the common thread? Every one of these jobs is all about empathy.
o
o
Like(1)
Reply
6 months ago
LikersSharon Lazich
Hugh Draper
Sales Support Specialist
Just read a very good article about being able to feel other's pain teaches empathy in the
June issue of Harper's magazine.
o
o
Like(1)
Reply
6 months ago
LikersUgonna Wachuku
Donna H.
N/A
Love the article & picture!
o
o
Like
Reply
6 months ago
Steve Lacy
Owner/Founder at Lacy Internet Marketing, Development & Consulting
(ProSixSigma.com)
Its hard to fake sincerity, which is the underpinning to empathy.
o
o
Like(1)
Reply
6 months ago
LikersSharon Lazich
David Burleson
Executive Recruiter - Healthcare Finance
Seems that as people we are more "connected" than ever, yet somehow more distant from
one another on a emotional level. Interesting to think about the human impact of our
society becoming more and more "plugged in". Perhaps this is part of it and we are
trending towards interacting on a deeper, more emotional level.
On GPAs and Brainteasers: New Insights

From Google On Recruiting and Hiring
June 20, 2013
981,513
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We found that brainteasers are a complete waste of time. How many golf balls can you fit into
an airplane? How many gas stations in Manhattan? A complete waste of time. They dont predict
anything. They serve primarily to make the interviewer feel smart.
That was just one of the many fascinating revelations that Laszlo Bock, Googles senior vice
president for people operations, shared with me in an interview that was part of the New York
Times special section on Big Data published Thursday.
Bocks insights are particularly valuable

because Google focuses its data-centric approach internally, not just on the outside world. It
collects and analyzes a tremendous amount of information from employees (people generally
participate anonymously or confidentially), and often tackles big questions such as, What are the
qualities of an effective manager? That was question at the core of its Project Oxygen, which I
wrote about for the Times in 2011.
I asked Bock in our recent conversation about other revelations about leadership and management
that had emerged from its research.
The full interview is definitely worth your time, but here are some of the highlights:
The ability to hire well is random. Years ago, we did a study to determine whether anyone at
Google is particularly good at hiring, Bock said. We looked at tens of thousands of interviews,
and everyone who had done the interviews and what they scored the candidate, and how that
person ultimately performed in their job. We found zero relationship. Its a complete random
mess, except for one guy who was highly predictive because he only interviewed people for a
very specialized area, where he happened to be the worlds leading expert.
Forget brain-teasers. Focus on behavioral questions in interviews, rather than
hypotheticals. Bock said its better to use questions like, Give me an example of a time when
you solved an analytically difficult problem. He added: The interesting thing about the
behavioral interview is that when you ask somebody to speak to their own experience, and you
drill into that, you get two kinds of information. One is you get to see how they actually
interacted in a real-world situation, and the valuable meta information you get about the
candidate is a sense of what they consider to be difficult.
Consistency matters for leaders. Its important that people know you are consistent and fair in
how you think about making decisions and that theres an element of predictability. If a leader is
consistent, people on their teams experience tremendous freedom, because then they know that
within certain parameters, they can do whatever they want. If your manager is all over the place,
youre never going to know what you can do, and youre going to experience it as very
restrictive.
GPAs dont predict anything about who is going to be a successful employee. One of the
things weve seen from all our data crunching is that G.P.A.s are worthless as a criteria for
hiring, and test scores are worthless no correlation at all except for brand-new college grads,
where theres a slight correlation, Bock said. Google famously used to ask everyone for a
transcript and G.P.A.s and test scores, but we dont anymore, unless youre just a few years out
of school. We found that they dont predict anything. Whats interesting is the proportion of
people without any college education at Google has increased over time as well. So we have
teams where you have 14 percent of the team made up of people whove never gone to college.
That was a pretty remarkable insight, and I asked Bock to elaborate.
After two or three years, your ability to perform at Google is completely unrelated to how you
performed when you were in school, because the skills you required in college are very
different, he said. Youre also fundamentally a different person. You learn and grow, you think
about things differently. Another reason is that I think academic environments are artificial
environments. People who succeed there are sort of finely trained, theyre conditioned to succeed
in that environment. One of my own frustrations when I was in college and grad school is that
you knew the professor was looking for a specific answer. You could figure that out, but its
much more interesting to solve problems where there isnt an obvious answer. You want people
who like figuring out stuff where there is no obvious answer.
Please share your thoughts on these insights below, and as Ill be writing frequently on LinkedIn,
please hit my follow button on the top right of the page to see future posts.
Adam Bryant has interviewed more than 200 leaders for his "Corner Office" feature that runs
every Friday and Sunday in The New York Times. He is the author of the New York Times
bestseller, "The Corner Office: Indispensable and Unexpected Lessons from CEOs on How to
Lead and Succeed." His second book,Quick and Nimble: Creating a Corporate Culture of
Innovation," will be published in January.
Photo: Justin Sullivan/Getty Images
Featured on:
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Jerry R Cole, PMP, CSM

Director of Digital Operations at Collaboration Reverberation, Inc
14 percent of a Google team made up of people who've never gone to college?

Fascinating! Makes you wonder if traditional learning institutions are actually an
impediment to self-motivated, independent thinkers. If you're not taught what the rules
and limitations are, then what's to stop you from setting new records?
o
o
Like(29)
Reply(1)
5 months ago
LikersTracie Gilson, Tony Pomykala, Dietrich Spencer, +26
Reply1 Reply
Ken Kirkham
Network Administrator at North Valley Hospital
Although my personal sample is small we found that many college grads believe
they have "earned and are due" certain benefits when initially hired. When placed
in a group of non-college grads, the college grads took far more time to understand
that they need to continue to learn. Over time my experience was high-school
grads do as well if not better because they are more willing to do the tasks needed
to gain experience and do it with a good attitude.
Like(3)
2 hours ago
LikersTracie Gilson, Mark Price, and Balaji Chegu
David Foran
Finance Manager (Contractor for Client EZCORP) at Robert Half Management Resources
I always find it funny when a company's HR or corporate communications person talks
about the importance of "diversity" and then turn right around and tells you exactly the
"type of person" they look for to work at their company. Yes, people of different ethnicity
and racial backgrounds bring unique perspectives to problem solving etc., but diversity of
thought and personality styles bring even more. I saw another article recently about a
particular tech company that valued collaboration over deep thinking. They only targeted
a certain type of person and even designed a very open office layout to force constant
collaboration at the expense of noises and distractions. Many of the greatest minds in
history from Isaac Newton to Thomas Edison to Albert Einstein would not succeed in that
environment nor would they ever be recruited in the first place.
o
o
Like(13)
Reply
5 months ago
LikersAndy Severance, John Best, Dietrich Spencer, +10
Ken Drescher
Managing Director, The Flatworld Group
The point of asking "brain-teaser" questions of job candidates and employees for potential
promotion is to observe how one thinks, what questions are asked and how are they asked,
to be certain that the question is properly framed and defined. What kind of airplane? To
fill what section of the airplane in question - the passenger cabin only? What about the
fuel tanks, the cargo compartment, the cockpit, the storage bins, the wheel wells, etc.? Is it
expected that the airplane should be able to actually lift off and fly after being loaded
somehow with golf balls? If so, how long is the runway? The answers to these clarifying
questions will dramatically affect the answer to the question. The point is that there is no
right or wrong answer. Understanding how someone thinks, what questions are asked,
how well does she or he use a methodical approach to problem solving weighs far heavier
than a planeload of golf balls. Companies would be better served by correlating the
metrics used to quantify "how well that person ultimately performed on their job" with the
metrics utilized to score a candidate's interview. In the absence of a proven statistical
correlation of metrics, not performance, everyone gets a mulligan.
o
o
Like(11)
Reply
5 months ago
LikersBurt Holt, Jennifer Warnimont, Nathan Bell, +8
Kazi Hasan, CPA, CGMA

Financial Analyst II at a Bank
Great article. I believe that GPA is not the sole criteria for success. However, it depends
on the field or profession. Will you visit a doctor who merely got his license just
somehow passing the exam?:-) In some field of engineering where technical detail is key
to the result, may be people with good GPA will be better than who just spend time
partying . GPA may not be relevant in field like, some areas of business (marketing),
creative writing, liberal arts etc.
o
o
Like(7)
Reply(1)
5 months ago
LikersJeff Lane, Ebonee Younger, SPHR, Kristina Shevchenko, +4
Reply1 Reply
Jason R.
Recent B.S. in Chemical Engineering
True the problem is people can get a great GPA by cheating, being able to study
just long enough to remember how to do stuff to replicate it on a test then forget it
the instant they leave the test. those that can't do it dont do well the importance
GPA has in the engineering field encourages people to cheat and additionally puts
people in an unrealistic environment during testing at what point in the use of an
engineering degree will you not have the resources available to you to find out
information you need Calculators, books, the internet its ridiculous why not
encourage students to learn how to use their resources instead of inhibiting them
from doing so
Like(1)
1 day ago
LikersJohn Best
Frank Ramirez
Marketing Innovation Architect
I am more interested in Google definition of a successful employee, it seems all the
analyses come down to this definition and the performance criteria/metrics are absent
from the interview. Without them and more insights into their methodology I think the
generalized conclusions are pretty suspect.
o
o
Like(7)
Reply
5 months ago
LikersMaria Ponce, Daisy (Yueqi) Deng, Gabor Nagy , +4
Jeff Davis
Independent Small Business Development Consultant
It is perplexing that companies have historically focused on the grades and GPA. Of
course, they show some insight as to how someone may perform in a classroom setting,
but life is not in a classroom. Many (Most, as noted by professional who study this area)
are hands on learners. Someone posted "A" Students become professors (I'll add scientists
and physicists, or sit in cubicles) and the "B" students end up working for the "C"
students. This proves to be largely true for those who's lack attention in school comes out
of boredom. There are those who sit and theorize, and those who act. The doers in life
own the businesses. A grade is an instantaneous moment in time, experience continues to
grow year over year. HR Departments are hard over (unfortunately) on hard requirements
when the very people looking for the requirement know nothing of what or who is really
needed. An example might be a requirement of having ABC system experience, where
123 system (which is laregly the same) experience is what the candidate actually has. A
minor tweak, and you may have a multiple system expert to run the show vice a pigeon
holed one who only has ABC. With that, I completely agree with the article.
o
o
Like(7)
Reply
5 months ago
LikersJohn Best, Jeff Davis, Alberta Torres, +4
Shahram Dabiri
Technology Manager with excellent record of developing best practices and improved
processes.
It's a known fact A+ students do not produce many patents. While B students not only are
more creative but make for better managers. B students are just more comfortable with
float and failure than some A+ students who have never failed in their lives.
o
o
Like(4)
Reply(1)
5 months ago
LikersSuma Prakash, Angel Sinha, Cristina Belista, +1
Reply1 Reply
Mark Faust
Professor at Portland State University
A known fact? What's the source?
Like(2)
3 months ago
LikersTommy Gill and Philip Scanlon
Lisa Crawford
Kelly Services, Inc
I love the Google model and wish more companies followed this mindset. Many brilliant
innovators and leaders didn't have a college degree. Experience and character should
count for something as well. I see so many job posts where it says degree required for
jobs that require no specific education. Take recruiting, for example, where skills,
personality and methodology are more critical yet almost every post reads "must have
degree". In technology, it's the high school kids who are on the cutting edge and selling
apps they develope for millions of dollars to companies like Yahoo! Companies should be
more creative because it's a fast paced and competitve world and good talent is hard to
find. Sticking to a rigid pattern will only leave you stuck in the mud!
o
o
Like(5)
Reply
5 months ago
LikersRick Sattler, August Nazareth, Michele Gross, +2
sa Wihlbeck
Doctor/physician (M.D.). Entrepreneur. Writer.
GREAT article; yes, and the "unscientific"/random/biased/unanalytical approach to
recruiting people based on false beliefs on correlations with performance affects reality in
two malevolent ways: 1) people will spend possibly about 20-25 years focusing to excel
in whatever ways that will increase their chances of being recruited, that is test scores,
GPA:s, possibly skills that might not convert into excellence in performance at the work
place 2) there's a limited group of people, a certain type of personality and "profile" that
are selected at most companies; that is we're missing out on diversity GREAT ARTICLE.
o
o
Like(4)
Reply
5 months ago
LikersTim Gack, Joseph La Motta, Khaliq Rehman, +1
Shannon Bayer
Senior Consultant at Linkage, Inc.
I was just talking to a co-worker today on this issue. The fact is undergraduate degrees are
very expensive and when hiring managers rely on the "top schools" as a feeder system,
great school and great grades do not insure success in the hires. I think, especially as
higher education gets more and more expensive, cutting edge companies should look to
the personal experiences and behavioral traits to find a fit, particularly in the entry-level
roles. "Tell me about a time when" is the most insightful phrase I use when speaking to
candidates.
o
o
Like(4)
Reply
5 months ago
LikersChrista Ring, Jacob Mayiani, manish mishra, +1
Carla R Ackley
SEO Pioneer. Cyberpsychology. ASU. Promoting websites since 1994. Seattle SEO
Phoenix. 800-969-9598. Webmaster For Hire.
Duh. We didn't need a study to know that.It's called common sense.
o
o
Like(3)
Reply
5 months ago
LikersMidhat Tihic, Beth Raymond, and Jay Liu
Parnian Soroush
Interaction Designer at LVL Studio
Great article! This is all very true about people being specifically trained to succeed in
school and finding out the desired response and outcome in order to do so. I am about to
graduate myself, and I found my first two years of undergrad challenging because i had
little interest in the courses i was required to complete. From the point I started focusing
on courses i enjoyed and cared about I have been more successful in school and in finding
an internship. Grades and GPA's mean nothing. Some successful students are just great at
being academics and have no experience or understanding of succeeding in the work
environment. A person should be judged on their skills, sample works, and references.
o
o
Like(3)
Reply
5 months ago
LikersBradford Duncan, Shahram Dabiri, and null
Fei Zheng PMP/MBA/MSEE

MadeinChina | RefurbishedinCanada | DeployedinUS
In schools, it is all about what you know. At work, it is more about who you know.
Schools test one's IQ and workplaces test mostly one's EQ.
o
o
Like(3)
Reply
5 months ago
LikersPride Marambanyika, Balaji Pitchaikani, and Oisn Mac Fheara
Neerja Singh
Head-Admin & HR, Desmania Design Pvt Ltd.
Humbled to validate completely the 3 significant points. Hiring processes like everything
else goes through evolution processes too & also is closely linked to the related industryits not simple to even broadly classify. Brain teasers may not enjoy the same place in the
selection criteria-except may be to fine check the observation prowess. Edward Bono's
lateral thinking questions are impactful & indicate a person's acumen to tackle situations
with various approaches & alternatives without a right & wrong approach to it.
Behavioral questions give deep insights about an incumbent. Wish to share some
questions here- I do ask abt 'Time Mgmt' tools employed by the candidates when working
on parallel projects with clashing timelines? 'Time' being a key & limited resource & an
important investment to business-time being money churner. How does the candidate
temperamentally react to deadlines as related to stress factors-their style of dealing with
building stress levels. Another example here to assess 'leadership qualities' is (we are in
an Industrial Design House) if the leader is approached that someone has copied the idea
from the other design-how would it be tackled? These questions-followed by smaller sub
will lead to let us know a lot of the person-the candidate is-which finally matters & turns
out to be most accountable. Finally GPA is no metrics-which relates scoring to work
output-qualitative or quantitative. Personally i do believe HR has a very important role in
any industry(debatable by others tho)-the kind of talent churned in & inducted &
developed starts at the hiring & recruitment processes-moving to 'Induction' in grooming
the talent into the road map of the culture & ethos & finally the "Training programs' as
developing them from time to time. Talent acquisition & Talent Mgmt is critical to the
sector & its HR.
o
o
Like(3)
Reply
5 months ago
LikersBhanumathy Y., Lydia Allen, and Smita K.
Kp Persaud
Executive Business Coach and Entrepreneur
I recently read that the person you hire and the person that shows up to work are not the
same person and therefore the on boarding process and performance management
processes should be focused on a "dehiring" or finding a good fit . If not , the person
would make the choice to leave on their own if the processes is work well.
o
o
Like(3)
Reply
5 months ago
LikersKay Ash, Bradford Duncan, and Karim Virjee
Brian S.
Entrepreneur: Social Media and Software Development
My favorite quote from the article, "its much more interesting to solve problems where
there isnt an obvious answer. You want people who like figuring out stuff where there is
no obvious answer.
o
o
Like(3)
Reply
4 months ago
LikersAbdul - Waheed M., michelle L., and Bhanumathy Y.
Judy Martin
Founder at Work Life Nation
Google's strategy is really evolutionary, intuitive and beyond the metrics of traditional
corporate culture. Goleman and his EIQ - leading the way more and more toward more
innovative and creative hires. Enjoyed this article
o
o
Like(2)
Reply
5 months ago
LikersShahram Dabiri and Mary Senic
James Rothstein
Experienced mortgage loan officer, IT (Networking, hardware, etc) and a Business
student at Southern Oregon University
I think academics should teach about the psychology of succeeding in the real world from
the perspective of learning to navigate the complex social and personality dynamics of
almost every job out there. I'm talking water cooler stuff. I'm talking office politics. I'm
talking personality conflicts and congruences. And I'm talking the ol' "its not what you
know, it's WHO you know" mentality. In other words, I am talking about all the stuff that
REALLY matters but about which students coming out of college are naively and
blissfully unprepared for. This is because it conflicts with the education paradigm of
"good grades = high GPA = good job = success".... which we all know to be wholly
incomplete and deceiving.
o
o
Like(2)
Reply
5 months ago
LikersCristina Belista and David Foran
Nina Xiao
Head of data analytics at iClick Interactive Asia Limited
technically "how many golf balls to fit in an airplane" is not brain teaser, it's typical
estimation question to test candidate's ability / mindset in terms of breaking down
questions. i personally find it very useful in analyst interviews.
o
o
Like(3)
Reply
5 months ago
LikersTrung Dao, Vince Alvarez, and Nikunj M. Jain
Steven Spray
IT Service Desk Analyst
So please hire me then Google!!!

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