Brian Fink

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Say goodbye to being a people pleaser and learn how to confidently say no to someone without feeling bad about it.

Here’s how you can effectively say no:

1. Say it.
Get it out there into the universe. Less is better.

2. Be assertive and courteous.
Change the power dynamic. Remember, it’s your life — you are in charge.

3. Understand peoples’ tactics.
Don’t give in to social pressure. There are no forced options.

4. Set boundaries.
You’re important. Your time is important. Your attention is yours.

5. Be selfish.
Put your needs first. Not those of the person asking you for something.

Remember, Warren Buffett said, “The difference between successful people and very successful people is that very successful people say no to almost everything.”



Why are Behavioral Interviews so popular?

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Behavioral questions focus on your past behavior and performance. Companies like to ask these because they reveal quite a bit about you and help predict job performance (at least in theory.)

In many cases, behavioral interview questions begin with interviewers asking to “tell us about a time…” or “give me an example of….” Interviewers are looking to deduce your skillset, how you may perform as an employee, your personal and professional interests, and how well you “fit in” with their workplace culture.

More importantly, they also clue your interviewer into how you think.



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In a few posts, I’ve mentioned the value and importance of asking the hiring manager a few questions about the role.

What I haven’t talked about is how you uncover the team’s culture; asking questions is a great way to dig into the company culture so you won’t encounter major surprises.

You might want to ask the hiring manager and team members that you meet with:

👍 What are the biggest rewards of the job and working for this company?

👍 What is the best part of working for this company?

👍 What’s your least favorite part of working here?

👍 What background do you feel would be best suited for success in this position?

👍 How would you describe this company’s values?

👍 How has the company changed over the last few years?

👍 What are the company’s plans for growth and development?



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Ever had a hiring committee, manager, or potential peer ask you, “Why should we hire you?”

Talk about intimidation, right?

Be ready because there’s no better setup for you to sell yourself and your skills to the interviewer. Every employer has an ideal candidate at the start of the hiring process.

The “Why should we hire you?” question affords you the perfect opportunity to prove you are that candidate.

Identify yourself in the employer’s online writings and job listings. Any time you see something in those documents that makes you think, “That’s me! That’s why I’m a perfect fit for this job!”

Jot it down.

These are the things to highlight in your “Why should we hire you?” pitch.



Are you asking your hiring managers and future peers, “What are the biggest challenges for the person who joins your team?”

When they talk to you about their biggest challenges, you’ll know exactly what stories to tell about how you have tackled (and conquered) similar challenges.

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You will show them that you are a great fit for this job. You’ll show them that you are the missing part of the team!

This question is an important indicator of the work that needs to be done and how your work will be evaluated, leading to explanations of the appraisal progress, any expected targets, and the challenges this role faces.

It will give you a head start and means you will have clear KPIs and understand any potential issues you could encounter on the job.



When you are interviewing, make it point to ask the hiring team, “How will I measure my performance in this role?”

By phrasing the question this way, you’re taking full ownership of your work, and the employer will notice that. You are sending the message that you will be accountable for your actions.

Ask them to get specific about success.

Plus, if they can’t explain how you’ll be able to measure your performance to make sure you’re having an impact, that’s a huge red flag. This question will help you weed out the positions where there’s little opportunity to develop your skills, receive promotions, and earn raises.

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Brian Fink

Brian Fink

Executive Recruiter. ✈ #ATL ↔ #SF ✈ Building companies is my favorite. Opinions are my own. Responsibility is freedom. 🖖