Why Colored People Need to Interview an Interviewer When Applying for a Job
Almost all of my interviewers were white as someone with more than 20 jobs (variing from temporary positions to career-defining roles).
In each interview I stepped in, I knew that my other, my ethnicity, my religion, and even my gender, would be players at this time.
I’ve used it to impress my employers, but I also wanted to spend some time crazy about them. Because I ended up working for a toxic, ruthless, uncaring company.
Not surprisingly, the dynamics of power in a job interview are different. You are supposed to show off yourself and hang around for approval. It doesn’t leave much time to know the company and how it can benefit you.
The only part of the process- “Do you have questions for us?” Segment-usually a closing feature, participants often ask questions that say more about themselves than the company (“Look, look,” I researched about you “trick).
But there’s a real reason to get to the heart of it by using the last moment of the interview to quiz the interviewer. After all, you also need to know if the company is right for you and, decisively, how they are developing diverse talents.
The pandemic in particular demonstrates the importance of having an employer that caters to individual needs. And where they don’t, many staff stop on their drive – Microsoft research Of more than 30,000 global workers 41% were thinking of quitting or changing jobs This year. In the United States alone More than 4 million people quit their jobs in AprilAccording to the Ministry of Labor – the largest surge on record.
A few months ago (before joining the HuffPost), I was interviewed about my leadership position, but I had a lot of questions and arranged for a follow-up interview where I could take the time to ask all of them.
I’m glad I did because the recruiters showed their true color. When it comes to payroll negotiations, the CEO said he was concerned about discussing money for a role that would otherwise be a “praise.”
While he was speaking, I immediately wrote NO in my notebook and decided to decline the offer.Given that ethnic minority women have been overlooked in such positions and have significantly lower wages (blacks, Asians, etc.) Ethnic minorities lose £ 3.2 billion annually I wasn’t worried about raising money at all (in terms of wages compared to my white colleague doing the same job).
If I hadn’t had this conversation so early, I might have worked for a company that would make me unhappy. It may seem ungrateful, but there are benefits to giving the interviewer a quiz. This indicates recruiters who want to know their position in the company and signal potential dangers about them.
A 27-year-old Musuma * from Manchester who applied for a marketing position made a positive change by asking questions about the rules of faith.
“I once asked if there was a prayer space, and the answer was,” You can use the meeting room, but usually there is a meeting there, so avoid booking it during the lunch break. Maybe “-it was a prayer time that would be a problem, she tells HuffPost UK.
“I never got a job, but it was absolutely out of reach, so I was interviewed anyway. The hiring manager really liked me and offered me an original linked role. He gave me a job because it was so exciting. Since then, I have expressed a lot of concerns about what they were hearing, such as the space of prayer, diversity and inclusiveness. “
33-year-old Hina Jabine from Solihull, West Midlands, was confronted by asking questions and confirmed her feelings towards recruiters.
“I’m an interview expert,” she says. “In the last two years of redundancy, I’ve done 174 interviews to the final stage, and most of the time I refused an offer at a rate of 50/50. it was done.”
For Javeen, the answer to her disappointing question was because she declined the offer. Some of the questions the interviewer asked her, including invasive questions about her childcare responsibilities, also led to rejection on her part.
“I rejected the eight offers that submitted my resume in the Western name. When they offered a job in the Western name, I declined the offer and the resume / application in the real name. Explained that wasn’t taken into account. Both applications are the same, just renamed, “she says. “In an interview, I asked why, and they denied any prejudice and accepted my refusal. The company identified the prejudice and” took steps to correct the discrepancy. ” There was one case.
“But later there were 176 interviews and I finally played the perfect role. [I’m] I am happy with the combination of rejections. ”
Of course, there are ways to be tactical about asking interviewers. The author, career coach, and leadership trainer, Hira Ali, advocates doing it in a strategic way.
“The number of appropriate and appropriate questions can be 3-5, which shows true interest and natural curiosity,” explains Ali. “Ask a question also shows that you have done research and that you have knowledge of its role and industry. It also shows your confidence and emphasizes your knowledge and experience. Another opportunity. Finally, the right questions will help you determine if this company is in line with your goals and aspirations. “
It is also helpful to ask specific questions to assess compatibility. This is especially true for ethnic minorities who are trying to understand the diversity of the company.
Ali adds: “It is highly recommended to ask about the composition of team diversity and the steps we are taking to ensure that people with minority backgrounds have ample opportunity to grow and reach the top. And if that’s not what you’re looking for, ask what the challenges they are currently facing in implementing it and how they aim to address it. Honesty and transparency. Gender is always preferable to half-hearted concealment that lacks credibility.
“Interviews are also an important opportunity to turn diversity into a competitive advantage and find ways to harness your uniqueness. It’s also a potential career trajectory if you’re chosen, or at your company. It is also helpful to ask questions about the important qualities and deliverables of the most successful people. “
As a minority in the workplace, blacks, Asians, and other groups feel alienated from other members of the team and can affect their self-confidence.
“People with a background that has reached their limits may hesitate to defend themselves, express their talents, and showcase their achievements in case they are labeled as” bragging “or” overworking. ” It’s common, “explains Ali.
“They are not only hesitant to put themselves forward, but are also reluctant to file complaints or raise concerns for fear of being judged against them. Too many questions are incompetent. Or you may feel ignorant or even difficult. “
Ali says many coaches from a minority background are afraid to expose their vulnerabilities. The idea of revealing how they actually feel, think, or open themselves up may seem “dangerous and dangerous.”
“The latter are often considered lacking in self-confidence because they are reluctant to speak their minds,” she adds. “But in every interview, it’s important to show your worth and resist these internal barriers. Usually, only those who are confident and clear in their questions are more focused.
“Survey shows that recruiters clearly prefer people who are confident and strong poses, even though they don’t know the background, hypotheses, and conditions of the interviewee.”
So come with confidence and ask everything you intend-it may help you make your decision when you finally land the offer.
* Renamed to provide anonymity.
Why Colored People Need to Interview an Interviewer When Applying for a Job
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