When I speak about strengths, I often hear the argument that focusing more on strengths might be nice, but working on our weaknesses is what really makes us improve. On the surface, it seems to make sense: if something is a strength for you, why should you spend any more time on it? Shouldn't you focus on the areas that are NOT strengths for you, and improve those, instead?
Recently, I have talked about strengths with a lot of different people, and I have noticed that we all have our own definition of what strengths are. Some of us consider strengths to be our job-related skills, some consider them to be our knowledge and experience, and some see strengths as our personality traits.
This month's blog is a guest blog for Celpax!
Anyone who has ever hired a new employee in their team knows how difficult finding the right person can be. Not only does the newcomer need to meet the technical requirements of the role but they also need to fit in your company culture and get along with the rest of the team. Indeed, finding the right candidate takes time and costs money to your organization.
Do you have any questions for us? Anyone who has ever interviewed for a job has most likely been asked this question. The reason interviewers like to ask this question is not only because they might want to be courteous toward you by clearing your doubts. No, the real reason why most interviewers offer to answer your questions is because they want to hear what kind of questions you have.
Several companies offer their employees something labeled as "team building activities", just look at almost any job advertisement or any company's social media feeds. These activities can vary from meals to happy hours to sports activities where the team spends time together outside of the workplace. After the event, the company posts pictures on their social media accounts to show others how much fun their employees have together, in hopes of attracting potential new talent.