What would you do if you were on a flight for a business trip and there was a crying baby seated right behind you?
Believe it or not, this question has actually been asked in interviews. So have even more off-the-wall questions like “if you were a kitchen utensil, what would you be?” or “if you could have a superpower which would you choose?” According to the website Glassdoor (via Career Development web page), other recent interview questions include “A penguin walks through that door right now wearing a sombrero. What does he say and why is he here?” and “What song best describes your work ethic?”
For those of us with a snarky sense of humor, many possible replies will probably spring to mind; obviously, these are not the answers you want to offer. It is important to be prepared to hear quirky interview questions so you can avoid replying “Take This Job and Shove It,” for example, when naming a song about your work ethic.
Why do employers ask this type of question? Reasons include testing your ability to think on your feet; gauging your reaction to the unexpected; getting a glimpse of your personality in a possibly unguarded moment; and finding out if you have a sense of humor.
How should you answer quirky interview questions? Almost any response will be okay; showing grace under pressure is the first step. The next step is to reply in a way that actually answers the question without being offensive in any way. If your reply demonstrates a relevant positive personality trait, that’s even better. The kind of personality trait you want to showcase will depend on the kind of job and the kind of employer interviewing you.
So, back to our crying baby. The way you answer will ideally depend on what you want to communicate about yourself, based on the potential job. A sympathetic answer could be “I would assure the parents that I realize they are doing their best to soothe their baby and that it must be awfully stressful for them.” An answer showing efficiency could be “I would put in the earplugs I always pack with me for situations like this. That way I could continue working on my assignment.” Or “I would put on my headphones to listen to some favorite music to be in a good frame of mind when I landed,” to demonstrate you know how to manage stress. With just a little thought and some presence of mind, crazy interview questions won’t drive you crazy.
Author Susan Loffredo began counseling NU students well before the iPhone was invented and owns socks that are older than the class of 2015. Email her at firstname.lastname@example.org.
Every so often, we come across articles preaching out “the power of mentorship”. We read about how one mentor can open your mind and help your career flourish. These articles instill such a desire within us to find that one person who can change our lives and our professional careers for the better. The desire to find this person can grow so strong that we begin to focus less on the quality of the mentorship and more on the search itself.
Mentors (like most things nowadays) should form organically. Often times, you won’t realize the caliber of mentor you have in front of you until you step back and really study your relationship with them. This was the case for me when I first met mine.
I was about one month in to my second co-op when another teammate started. Even on her first day, her confidence and bright personality lit up every room. We bonded over being the newbies on the team and shared very similar senses of humor. As my co-op progressed, our conversations would get deeper and our friendship grew stronger. When I was back in classes and my homework was to interview a mentor in my chosen field, my mind immediately turned to my colleague. I realized that not only was she the first person I immediately turned to for career advice, but also the person I aspired to be more like.
By allowing relationships to grow naturally and fostering them over time, strong and meaningful mentorships will begin to form. There’s no need to force it! Be patient, keep an open mind, and let a mentorship form organically. Trust me, a true and valuable mentorship is 100% worth the wait.
Jessica Mertens is a senior studying Communication Studies, Business Administration, and International Affairs. With experience in PR, internal communications, and CSR from Metis Communications and Staples, Jessica is now in an eternal state of wanderlust at Travel + Leisure. Offline, you can catch Jessica exploring NYC, binge-watching Scandal, and planning her next world travels. Connect with Jessica on Twitter @jessica_mertens and LinkedIn.
Unsure about what specifically to do after graduation? Are you interested in many different areas of a business or company, but unsure about what area you specifically fit in? Leadership Development and Rotational programs provide mentor-ship, training across different functional business areas, and experiences that can help you determine where your best fit is in terms of interests and skills.
Career Development is hosting a Leadership Development Panel on September 30, 2015 in 10 Knowles from 12-1pm (there will be pizza!) featuring representatives from State Street, GE, TJX, and Johnson & Johnson to talk specifically about their LDP programs. To register, click here. This event is the day before the Career Fair so that you can gather more information about a company/program before seeing them again at the fair.
So why should you consider a Leadership Development or Rotational Program? Here are the top 5 reasons:
Access to top executives and leaders: Rotational programs often have projects or assignments that require buy-in from and require you to work with top executives and leaders, allowing you to meet and brush shoulders with the current leaders of the company.
Rotations through different functional areas: In a leadership or rotational program, early-career individuals work alongside industry experts on in-depth projects in various functional areas of the company. This allows you to identify an area of the company that is the best match for your skills and caters to your interests.
Mentors: As potentially high-performing employees of the company, you are assigned mentors at the manager level or above to help you reflect on your experiences, hone your skills, and help with your career development.
Job placement: The end-goal of these rotational programs is job placement in an area that fits with your skills and interests. You will know what you like/dislike about a certain area since the rotational aspect of the program will allow you to “sample” what it’s like to work in different areas.
One day you want to be a boss: Many companies rely heavily on their Leadership Development and Rotational programs to identify and groom future leaders of the company, so the training and mentorship you receive will allow you to not only identify your interest area, but also understand other parts of the business, which is crucial in a company leader.
Leadership Development and Rotational Program deadlines tend to be around October/November of your senior year, so if you’re interested in these, make sure you apply soon!
Ashley LoBue is an Assistant Director at Northeastern Career Development. A Boston College graduate, Ashley has over 4 years of experience working in higher education and is a proponent for international and experiential education. Ashley also enjoys binge-watching HGTV and aspires to be like the Property Brothers, Drew and Jonathan, as a possible secondary career. Tweet her @CareerCoachNU
Image sourced from http://www.freeleticsworld.com/leadership-freeletics