Please don’t ask me why, ask me how

A few conversations recently about changing careers and side hustles sparked my interest in writing about how to manage a portfolio career at interview.  I’ve experienced some raised eyebrows at interview myself as I’ve needed to explain my apparent mid-life crisis (aged 50) when I decided to set up my own consultancy business.  Then as if to add insult to injury when I reinvented myself and almost retired, but for some writing.

I’ve also experienced some sour looks from colleagues I’ve needed to coach in how to embrace the whole person at interview.  Personal interests, volunteering and everything else in the portfolio.  All too often the first interview question to leave their lips is, “why the sudden change of direction?” and you know how I feel about why questions!  Ever since an eminent occupational psychologist put them into context during some skills coaching.  Their view was that such questions don’t provide much to work with by way of follow up questions.  Why?  Because I wanted to!  How is that helpful in proving or assessing suitability.  Far more insightful to ask, “What led to that decision?” or “Describe the steps you took”.

Throughout my 50 something years at work, HR has been my mainstay yet the interviews to secure an assignment have changed significantly.  In 2004 when I set up HWHR Consulting interviews were mostly about what I could offer potential clients based on what I’d achieved and my strengths.  It was the headhunters who preselected based on accomplishments and history, leaving the clients to have conversations around values and joint expectations.  More recently it seems that there’s less trust between clients and their chosen search partner.  There seems little difference between applying to join an organisation and the consultancy offer.  It still takes ages and getting feedback is still a challenge.

It's as though I’m being interviewed to fill a gap and cover business as usual, which is not my strong suit.  I’m a far better projects person and respond well to a need to review and / or transform a process or a team.  Business as usual doesn’t really “float my boat” unless it’s an extreme sport – we’re hemorrhaging talent and we’re losing critical ability, please help!  Sometimes I’ve felt like I’m in an escape room, but the client has lost the key.  I’m locked into same ol’ same ol’ and start behaving badly as business as usual is simply not my thing.  I know what works for me.

This leads me to the topic of knowing what I do well and what I want.  I make my choices and decisions as a consultant, like many others in the market.  Just recently I’ve heard too many tales of work seekers being disregarded because they have too many strings to their bows.  Perhaps that’s a combination of different strengths or two distinct career choices; cabin crew and make-up artist, pilot and photographer, HR manager and yoga teacher.  It’s my view that too many organisations make choices on behalf of their potential employees – they won’t work for the salary, they’ll not stay, the journey’s too challenging, too many “other” interests.  Isn’t it better to ask the candidate how they will make it work?

So, to all the work seekers and work providers out there who are reading this, please remember it’s a two-way street.  Embrace the whole story and not just a small part of it.  Skills learned in one environment don’t evaporate in another.  Strengths are strengths whether that’s organising the social diary or the next corporate event.  Isn’t it time we embraced capability as well as ambition?

My message to work seekers, please remember that your:

·       Strengths are strengths wherever and whenever they’re needed

·       Portfolio diversity is to be celebrated not hidden

·       Interest in an organisation is not diluted by “other” successes

·       Side hustles celebrate who you are

·       Ability to diversify is to be applauded

And employers, please remember to:

·       Consider the whole person

·       Embrace skills diversity / fresh approaches

·       Encourage breadth of capability

·       Ask sensible questions at interview

·       Avoid making decisions based on supposition

·       Train / coach your recruiters to create the gold standard

If you’re wondering what’s created this outpouring today, maybe it’s the dreary skies and incessant rain, maybe it’s because we still haven’t moved house or maybe it’s the meal so many organisations seem to make of recruitment and the dreadful interview questions so many of us need to endure.  All too often I need to prepare work seekers for bad interviews as well as great experiences.  Let’s face it, they shouldn’t be disadvantaged by ridiculous questions should they? 

I’m here to help so why not get in touch and Let’s talk.