Yesterday, I was a panelist at the morning session of Intersect 2018, a phenomenal event along the lines of “Tech Conference x Career Fair x Learning Exhibition”. The conference is hosted by e-learning platform Udacity. You can watch the panel I participated in here on YouTube. The guiding theme was “Competing with Skill, Winning with Confidence”.
In the afternoon, additionally I hosted a breakout group on using tools developed in the context of Positive Psychology to ace a job interview – but also to find out what kind of jobs we should apply for in the first place. You can download the full slide deck here.
Towards the end of the session, I shared my ideas on how to use the final phase of a job interview (where applicants get to ask questions) to better understand whether the job opportunity will (most likely) provide a meaningful work experience.
In order to do so, I referred to a framework of meaning in work that was developed by Amy Wrzesniewski (and colleagues), one of my academic heroines. Based on decades of research, the framework posits there are four overarching drivers of meaning in work. They are thought to independently contribute to the experience of meaningfulness in a given work environment.
For my session, I tried to come with questions to ask the recruiter or hiring manager at the end of the job interview in order to assess the likelihood of the presence of each driver of meaningfulness in the prospective job environment. Here´s what I came up with. What do you think? What would you ask?