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Jobs & Careers magazine | November 19, 2017

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Good boss, bad boss

Good boss, bad boss
J&C Team
  • On January 26, 2012

As much as an interview is a chance for a potential employer to find out more about you, it’s important to remember that it’s a two-way conversation. To this end, make sure you use the interview process as an opportunity to assess whether the organisation is a good fit for you too. Your colleagues, and more importantly your boss, will be integral to your success and happiness at a company, but how do you spot a bad boss?

They turn up late without an apology. One of the first rules of the interview process for candidates is to arrive with plenty of time to spare (which you’ll probably be familiar with) but this rule should be honoured by your potential employer too. If they are significantly late for the interview and do not apologise, then chances are this lack of care and consideration will transpire in the workplace.

They don’t listen. A boss that isn’t concerned with what you’ve got to say in the interview, almost certainly won’t listen to what you’ve got to say in the office. Without a genuine interest in you as a person as well as a potential employee, the employer shows themselves to be inconsiderate and disinterested in the value you can add to the company – never a good sign.

Ambiguity. When asked if you have any questions for your interviewer, this is the perfect opportunity to find out more about the position and your possible boss. Question if there are targets you need to meet or opportunities to develop within the organisation – if their answers lacks clarification or a direct response altogether, it’s quite possible that your boss isn’t interested in your growth within the company or lacks conviction and leadership, which are essential traits of a good boss.

They’re not a team player. Of course your boss will rule the roost, but if they don’t demonstrate that they value teamwork and their employees, then you may be overlooked if you were to join. One good way to put this to the test is to monitor whether they use “we” or “I”; if it’s the latter, then it’s likely they’re more concerned with their own achievements than with those of the team.

Check their Linkedin. It’s common practice for organisations to screen candidates through their social media accounts before asking them to an interview, and there’s no reason why you cannot do the same. Consider connecting with your boss (if it’s them that you have been in contact with) on LinkedIn. If they have recommendations from others on their profile, read them and see what has been said about your potential employer.

Image: Shutterstock

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