By now, you’ve probably heard about (or experienced) what journalists are calling The Great Resignation. More and more of us are observing how fundamentally the pandemic shifted our views on work, from our expectations of what it should provide us to reshuffling our priorities of how much time and energy we can give to it.

"As pandemic life recedes in the U.S., people are leaving their jobs in search of more money, more flexibility and more happiness. Many are rethinking what work means to them, how they are valued, and how they spend their time. It's leading to a dramatic increase in resignations — a record 4 million people quit their jobs in April alone, according to the Labor Department."

"A life of leisure was once the aspiration of the upper class. But now, bragging about busyness is how people indicate their status. Could a pandemic change the way busyness is glorified?"

"Burnout alone, as deep and widespread as it clearly is, doesn't fully explain the phenomenon. After all, we were in an epidemic of burnout even before the pandemic. What the pandemic did was give us time — a lot of time — to think about what we really value, and the place of work in our lives. We've had time to reflect on what truly makes us thrive, and which parts of our pandemic lives we want to take with us into our post-pandemic future, and which parts we want to leave behind."

Whether you’re the hiring manager looking to fill roles after your workforce fled for a quieter life in the suburbs or a job-seeker who is ready to take a leap into something new, here are 3 strategies for each role to ensure you are both the perfect fit for one another.

Hiring Managers: What to Ask a Candidate to Determine if They Are a Right Fit for a Role

1. Ask a question that demonstrates the skills for the job. For example, if you are hiring a designer, you may ask, “What do you think about the color scheme and layout of our offices? What would you do differently?” This designer should be able to assess your company’s design choices and articulate their own opinions, backed up with reasoning, to show that they are up to the challenge of the work they’ll be asked to do. They should also feel comfortable giving feedback that isn't exclusively complimentary if they're going to be asked to provide added value to the company.

2. Ask how and with whom they work best. They might say something like, “I do well with praise. Of course there will always be areas for improvement, but if it’s only ever critical, I start to feel demoralized and unappreciated. The best manager I worked with used something called 2x2s, where each of us proactively brought up two things I was doing well and two things I could do better, as well as two things my manager was doing well and two things that could be better. Often, the thing my manager self-identified as an area of improvement was an area I also noticed, but didn’t feel comfortable bringing up, and vice versa. It lessened the fear around identifying areas for growth for both of us, and allowed us to celebrate our successes together on a regular basis.” An answer that includes honest self-assessment as well as observations of what does work for them shows insight and a desire for collaborative growth.

3. Ask them to express how they already embody a value the company prioritizes. For example, if your company’s core values include prioritizing work/life balance, ask a candidate how they set boundaries in their current job to ensure that they are able to balance their personal needs, as well. This shows that the candidate already possesses the skills to be a good culture fit, instead of trying to come up with what they think the interviewer wants them to say.

Job Seekers: What to Ask a Hiring Manager to Determine if the Company is the Right Fit for You

An interviewer is trying to put their best foot forward in the interview with you, just like you are for them. If the company is hiring, they have an unmet need that costs them money every day the role remains unfilled. If you are the best candidate for them, they want to know that as quickly as possible in order to get your skills into the company and start providing value to them. Because of this, interviewers will give you answers that highlight the positives and minimize the negatives of the company, just like you do when trying to explain a gap on your resume or why you’re leaving your current position.

1. Ask questions that require them to demonstrate something instead of just tell you about it. If you ask a question like, “What are your company values?” you are going to get a response that tells you what’s on the website. If you ask a question like, “I see from your website that you say you value fun and silliness. Can you tell me how that shows up here in action?” you will either get a response that shows they embody their values, like “We have biweekly game days on Friday afternoons! Last week we had a water balloon fight.” or you will get a blank stare, which tells you that they do not live their values.

2. Ask your interviewer what they like most about working at their company. If the interviewer is obviously startled by the question, or gives stock answers that sound like they are being read straight from the job description, that’s a warning sign that they are not happy and they might not be the only ones. Pay attention to body language, as well. If they smile while answering the question, lean forward, or use their hands to describe what they like about it, those are good signs they are being honest.

3. Ask who they find is the most successful type of person in this role. If the answer is a repeat back of the job description, then they don’t have anyone who thrives in the role, and that’s a warning sign about the culture. If they are able to describe the qualities the person has, it’s clear they know what they are looking for, and you can honestly assess for yourself if you fit that description. For example, if they describe someone who is a proactive go-getter, and you consider yourself more of a supportive team player helping others to execute, you may want to consider if you are the best fit for each other.

For Both: How to Identify Your Leadership Style to Make Sure Everyone is Aligned

1. The leader who wants to be involved in everything. This leader believes that the success of the company lies squarely on their shoulders and that they must be involved in all decision-making to ensure the right outcome. The benefit to working under this type of leadership is that they are often passionate about the work and believe in the mission. They care about outcomes and about making sure everything is successful. The drawback to working under this type of leadership is that decisions can often languish in limbo while the leader tends to other things, since the employees can’t move forward without the leader’s approval. If you prefer to be copied on every email or present in every meeting, you may be this type of leader.

2. The leader who wants to be involved in nothing. This leader believes that they hired smart people and should let them use their skills. The benefit to working under this type of leadership is that they trust in their hires and believe that everyone brings necessary skill sets to the company. The drawback to working under this type of leadership is that employees may feel directionless or abandoned when they would actually appreciate the leader’s input. If when asked questions that aren’t high-level, you direct the questioner to someone else for insight, you may be this type of leader.

3. The leader who wants consensus before moving forward. This leader wants to value everyone’s individual opinion and give voice to those who aren’t always heard. The benefit to working under this type of leadership is that they want everyone at every level to feel a sense of ownership and investment in the company. The drawback to working under this type of leadership is that simple decisions can take longer than necessary to confirm and execute while waiting for everyone’s input. If you go around the room in a meeting asking everyone’s individual opinion on matters, you may be this type of leader.

If you’re ready to take the next step in your career and need guidance on making sure it’s the right next move for you, reach out today!

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