[Anonymous]

What is your response?

Also, does your response at all have any effect on how you are trained?

For example, if you say your weakness is “communication”, do you think they will focus on training you on communication? If so, how do they accomplish this type of training?

If your response is “I’m a perfectionist”, do you think this in any way may effect your on the job experience?

[Missy]

No here's the thing, it's cool to ask if someone else has another opinion or other feedback especially since I'm always clear I've never worked in public and my feedback is limited to what is required to pass the PHR exam and 25+ years in industry. But to dismiss my knowledge of HR practice entirely may be a mistake, considering I'm certified which is more than most of the people here. Dismiss it, ignore it, debate it fine by me. But you're not seeing anything completely contrary which should indicate I know what I'm talking about.But there's a very slight chance you may find an HR professional here who disagrees with me. I'll welcome that discussion.

Old timer,  A71'er since 2010.

Finance manager/HR manager

 

 

Licensed Massachusetts Non Reporting CPA since 2012
Finance/Admin/HR Manager

[Anonymous]

The thing is I'm experienced and familiar enough to know that the responses you provide are the basic and generic responses anyone can find by doing a basic google search. And based on my experience, which has mostly been in audit and public accounting, is that the truth tends to be much more dynamic than what's on the surface.

If you were an auditor and have worked with several different companies and their financial statements especially in the more commercial/competitive areas, you would know that the devil is in the details.

In any case, thanks for your time, but we will have to agree to disagree.

[Missy]

Lol maybe the fact that my answers are standard is because those are the answers.HR is not even remotely an industry specific discipline but if you want to believe there's a secret society of auditing hr gamemakers that protects deep dark practices I doubt they'll out themselves here. I hope you find exactly what you're looking for.

Old timer,  A71'er since 2010.

Finance manager/HR manager

 

 

Licensed Massachusetts Non Reporting CPA since 2012
Finance/Admin/HR Manager

[Anonymous]

Thanks MLA, so let's recap. First you respond to this post with an answer that doesn't even properly address the question. Then you make things up and derail the thread in order to make yourself seem more credible. Then you attempt to toot your own horn and claim superiority which failed miserably.

*slow clap*

In all honesty, 25+ years in HR with no functional knowledge/feedback…perhaps it's time to retire?

[Missy]

You want to make this personal, and that's fine by me. I'll keep on responding and soon enough you'll be done with these exams and gone from this forum.

Old timer,  A71'er since 2010.

Finance manager/HR manager

 

 

Licensed Massachusetts Non Reporting CPA since 2012
Finance/Admin/HR Manager

[Anonymous]

Actually you did, and I am just responding to why the things you've mentioned are irrelevant. It's very strange behavior, but uhh okay, it's fine by me as well ¯\_(ツ)_/¯

[mooseonloose]

I have phone interview tomorrow. If asked, “whats you weakness?” I would respond with. “Public speaking” and give an example and tell them how I am improving this skill.

AUD - NINJA in Training
BEC - NINJA in Training
FAR - NINJA in Training
REG - NINJA in Training

BEC: April
AUD: April
REG: July
FAR: Sept

[Missy]

Let me help you out. You asked if that question is used to determine training, I explained the one and only purpose for that question. The answer didn't suit you so you deemed it irrelevant. So I continued to try to help you and added that I actually have HR expertise and still because you didn't get exactly what you wanted you decided for some reason to question my proficiency. It's ok you can think whatever you want about me and my behavior, and while I'd love to retire it's not that time yet.

Old timer,  A71'er since 2010.

Finance manager/HR manager

 

 

Licensed Massachusetts Non Reporting CPA since 2012
Finance/Admin/HR Manager

[Anonymous]

Ok, thanks @Moose for responding, but that's not really my question.

Also @MLA it's pretty clear your lack of reading comprehension is why you have been responding with irrelevant comments that have derailed the thread.

Anyway, this is pointless drama. It's pretty simple really, “Do you think your responses in an interview effect your on the job training?” The possible answers are “yes” “no” “maybe”, then provide a brief explanation, and move on with your life. No need to have an existential crisis when someone disagrees with you.

Not sure what you're trying to salvage here MLA, but if you aren't comfortable with open discussion or personal/career related topics, then you can easily scroll past it.

Bye *mentally blocks MLA*

[Missy]

Have a nice day Brickell I hope you crack the davinci code of success.

Old timer,  A71'er since 2010.

Finance manager/HR manager

 

 

Licensed Massachusetts Non Reporting CPA since 2012
Finance/Admin/HR Manager

[PubMaster]

Going to try and answer your actual questions here. Saw y'all were going on about something else so I thought I'd reply with my opinion. Remember to take it just as that.

“What is your response?”

Anything that you can spin into showing self-improvement. Always have an answer and never use things like “perfectionist”, very cliche. I try to be genuine when someone asks me this question because everyone else is giving cookie-cutter answers. What if you suck at interviewing but you're trying to improve? You'd say, “Honestly I am bad with interviews and speaking in front of people (essentially you're saying communication), however I've been interviewing with a lot of firms (shows you're getting out there), doing mock interviews, and speaking in front of my classes to improve”. You always have to show self-improvement no matter what. In your case, find a way to say “communication” without using that word.

“Also, does your response at all have any effect on how you are trained?”

In most cases, no. The interviewer is going to forget what you said and it won't matter. Best case is, you bring up this issue to your mentor when you start, and specifically ask for training in that area. Ask them to put you in front of other staff or management so you get better with communication. Or ask that they do a check up once a month to ensure you're meeting your goals.

Hope this helps!

[RockLobster]

What mla said perfectly represents what I've encountered in each and every one of my jobs. Never has my response to this overused, but ultimately meaningless question changed anything about my training. I have only seen it utilized for the shock factor, so I always answer it with something along the lines of “I prioritize large tasks instead of working well on a bunch of little things at once,” then talk about how I'm working to improve said “weakness.” My company works to help me with issues I have in understanding/completing current work, not with arbitrary comments made in response to the typical robotic Q & A of the interview process.

Side note: I'm digging brickellcpa's rampantly condescending remarks. Nothing quite like a keyboard warrior who starts out pretending to be open to a discussion, becomes passive aggressive quickly, then turns to comments like “I’m honestly not interested in your feedback any longer on my posts because you always seem to have such a narrow view on the industry,” and is unable to see the blatant irony of his own narrow-mindedness.

Hey @brickellcpa, the next time you're being interviewed and you are asked what your biggest weakness is, in the interest of being upfront with your employer you should inform them of your poor grasp of the English language. Maybe then your prospective manager can build an introductory English course into your training package, or perhaps have some of the interns walk you through the appropriate usage of “effect” and “affect.”

AUD - 89
BEC - 81
FAR - 80
REG - 78

Free af

Ethics - 90

[Trele6]

MLA is correct. The purpose of the question is to see your reaction and answers and how you make adjustments as an employee or individual.

Never have I ever heard or seen the point of that question to be to hone in on a specific type of training for the person if they were hired. It is a behavioral based question to gauge a behavioral based response from you. There are tons of courses and resources available out there that correlate behavioural answers to traits that are desired or not desired in the work place. Your answer gives them the answer they want on how they think you would be as an employee. They are not jotting notes down saying “If we hire this employee he will need training on communications”.

B - 80 Jun16
A - 74 Aug16, 77 Oct16
R - 87 Nov15
F - 79 Apr16
Ethics - 98 Nov16
Licensed in New Mexico Dec16

First go at the CPA! Only using Becker
Reg / Nov 2015 - 87
Far / Apr 2016 - 79
Bec / May 2016 - 80
Aud / Aug 2016

[Anonymous]

RockLobster, the first part of your response is the type of information I was hoping for others to contribute. It addresses the complete question. However, the rest of your post shows ignorance in more way than one. Also if pointing out insignificant spelling/grammatical errors is your thing to make yourself feel superior, your entire sense of self must be paper thin.

So to set aside the unnecessary troll drama and to continue with the actual discussion before it gets derailed again, what type of interpersonal and soft skills/etiquette training do others receive while at CPA firms? Other than accounting for debits and credits, how does a Senior transition to a Managerial role or learn the necessary training and leadership techniques for example? And how about Manager to Partner?

Surely it depends on the firm and industry, but I've been under the impression some firms offer formal training in order to conserve their culture and enhance a certain image …or is it all mostly just picked up on the job where you have to self-adapt and wing it for the most part and essentially hope for the best?

For example, a Manager or Partner may be responsible for treating a client to lunch or attending board meetings and company networking events. In order to do this properly, is it all self-taught behavior or do some firms typically provide formal guidelines/training on body language, etiquette, mannerisms, etc? Also, I'm sure you all have had or have heard of Seniors or Managers that give their “subordinates” a hard time/bad attitude. Why is it that they are able to get away with this behavior and others would be reprimanded or even fired for it?

*And before anyone decides to respond with basic information that anyone can google (MLA), if your personal experience is not relevant to this discussion or if you haven't heard of any formal type of training like this and yet still believe your experience is the only relevant experience, please refrain from sharing your thoughts.

Thanks!

[Missy]

Can we clarify if you're mentally blocking me or going to insert my name into every response?

Old timer,  A71'er since 2010.

Finance manager/HR manager

 

 

Licensed Massachusetts Non Reporting CPA since 2012
Finance/Admin/HR Manager

[Author]

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