What Color Is Your Parachute 2018 by Richard N. Bolles copy

displaying initiative.
i. That you will turn out to have a disastrous character flaw not evident
in the interview, and ultimately reveal yourself to be either dishonest,
or irresponsible, a spreader of dissension at work, lazy, an embezzler,
a gossip, a sexual harasser, a drunk, a drug-user or substance abuser, a
liar, incompetent, or to put it bluntly, an employer’s worst nightmare.
j. (If this is a large organization, and your would-be boss is not the top
person there) that you will bring discredit upon them, and upon their
department/section/division, etc., for ever hiring you in the first place
—making them lose face, possibly also costing them a raise or a
promotion, from the boss upstairs.
In the end, what employers want to hire are people who can bring in
more money than they are paid. Every organization has two main
preoccupations for its day-by-day work: the problems—they generally
prefer “challenges”—they are facing, and what solutions to those
challenges their employees and management are coming up with.
Therefore, the main thing the employer is trying to figure out during the
hiring-interview with you, is: will you be part of the solution there, or
just another part of the problem.
In trying to allay their worries here, you should figure out prior to the
interview how a bad employee would “screw up,” in the position you are
discussing with the employer, individual or team—such things as come in
late, take too much time off, follow his or her own agenda instead of the
employer’s, etc. By your actions and words before, during, and after the
interview, plan to show the employer how much you are the very opposite:
you show up on time or ahead of time, during the interview you are
preoccupied with the employer’s agenda, not your own, and your sole goal
“is to increase the organization’s effectiveness, service, and bottom line.”