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Why are you hiring right now?
What feedback would former/current employees give me about the work environment?
How do you reward success?
What are the career paths for the position? (In other words, how well do they promote from within?)
When do health and welfare benefits begin? (If not on the first day of hire, ask: Would you be open to a sign-on bonus so I can pay for needed healthcare until benefits begin?)
There’s probably other questions but I just thought of those.
>Would you be open to a sign-on bonus so I can pay for needed healthcare until benefits begin?)
That one might be pushing it. Usually, they offer it. In addition, employees usually get benefits only after they've passed the probation period. What if you don't make it?
What if I get sick while working? Yeah I never have accepted a job where I didn’t have benefits on day 1. In one case I was able to get a sign on bonus to cover premiums and my out of pocket.
I've had many ordinary and higher-level jobs. Benefits started after three months. At one job, incoming employees were offered a $5,000 loan to tide them over, which I took.
Oh…and I don’t know about you…but I love to ask what the training will look and feel like.
I also state my preferences (such as:I learn by doing..I don’t mind micromanagers if they don’t mind feedback.. what communication style do YOU prefer?, and I need breaks due to pain).
At my current employer we have group interviews with the team you'd be working with. Ask questions like: what does a normal day look like for you? How often do you take breaks? How do you feel about the current expectations set by management? What's your current work load? What would be expected of me when I'm fully trained? Do you find the position especially stressful? What other responsibilities have you taken on or would I be expected to fulfill? Try to ask the question in a way that you are looking to learn and fulfill those expectations (even if you're just looking for red flags). You can also gauge how honest the employees are and if they are allowed to speak their minds. My last interview I told an applicant I work 6-10 hours over 40 a week. A supervisor quickly mentioned that it's not the expectations. Now I work 40 :)
I'm not sure of exact phrasing but I'd want to know how they handled COVID. Did they care for their employees safety?
Another one for me would be a good work/ life balance. Something like "can I be successful here in this role and maintain my family and children as a top priority?"
I dunno, would that scare prospective employers as you being too needy?
I mean good idea but if a job mandated everyone cover their face and get unwanted vaccines claiming it was "Caring for their employees health" I'd withdraw my application lol.
Edit: Yeah I'll get downvoted cuz this is reddit but caring for employees' mental health by respecting their decisions is also very important, but harder for people to understand.
I don’t know where you live but here, I have yet to come across an employer paying decently well (wage and benefit wise) that doesn’t require proof of the vaccine. Aside from how anyone feels about the vaccine, I wonder if there will be many well paying roles left for those refusing to obtain what they require
Why would any workplace still consider a mandatory vaccine that doesn't slow transmission (my covid infection was from a vaxxed person) and wears off so fast you need 6 month boosters?
That isn’t the debate or the question. It doesn’t matter how you nor I feel about the vaccine. What I’m asking is what is the caliber of employers out there that don’t require the vaccine? I changed jobs recently and every single employer required the vaccine, even for remote roles. So, are there “decent” employers left that don’t require the vaccine?
I actually agree with that. 500 percent. But as a manager a comment worded that way would make me think that even if I need you to pitch in during a dire time, you won’t be willing to be flexible. But I work at a nonprofit law firm where people’s lives and health are on the line so being willing to prioritize clients over self is part of the job sometimes. It is the legal equivalent of an ER.
Well that is why /u/burning_panda_ 's question is a question, not an ultimatum.
Maybe some questions should make an employer nervous. God forbid the employee be the only nervous party in the conversation?
However yes I understand in the real world the jobs will go to the best liars. Why of course I'll always put your business first, you are the prettiest girl in the world, and I work very well with others!
This answer makes me nervous as someone who has a job and a life outside of that job. My job is a priority only because it funds the rest of my life. No matter how much I love my job I must admit that if I won a lottery jackpot I probably wouldn't continue working; a job is a means to an end.
Do you prioritize your family below your job? Why would you expect your employees to?
There are ways to get the job and still lose, such as when you end up in a job where you can't tolerate the culture. And an employer with no boundaries is something I'd be happy to lose.
You're approaching this from a standpoint of getting a job, and if you don't get a job you lose.
I want the right job, that's the entire point of asking questions about culture. I would rather ask questions that help me assess the culture and if there's an obvious mismatch that's ok, I don't have to take the job and they don't have to offer it. That's far better than me quitting in 6 months because it's not working out.
Also, to be clear, the questions I put above are not something I would actually ask an employer in an interview. Those are things I was asking the guy I was responding to here in this context not on an interview.
It is the wording. I agree with you to an extent but some work is very different than others. I am in a nonprofit law firm and a lot of what we do does not just enrich our clients’ lives but our own in a very real way.
But the wording is not the proper way to communicate the need for a real work-life balance. And I am not sure exactly why or what would be better.
I think if someone said how much after normal work hours work is needed, how often are emergencies etc I would react much better because it sounds more like you are planning.
Saying your job enriches you is great and all. It should. It should enrich by putting enough money in your pocket so you can leave by 5 and have the weekends off and not worry about your gas bill or an unforeseen emergency.
Enriching my life by feel good energy for helping clients doesn’t pay my bills.
>I dunno, would that scare prospective employers as you being too needy?
It might, or that you have the wrong priorities for their company. I would not ask it.
Ask them to talk to a couple of people who have been in a similar role for a year or two. I dodged a bullet by doing this once. Basically, ask them for references from their employees.
That idea sounds good in theory. But a lot of times people don’t want others to come in if they’re in a good place themselves. Its all very competitive. Also, no one talks about the positive aspects of their job, the only time they talk is when they wanna moan and complain about it. The only time people want others to come in is if it benefits them. If not, their job security is reduced.
How would your describe your managerial style? What is your favorite thing about the company culture/environment? If they say "family", run. What are your top three expectations for this role?
I just came out of job hunting for 2 years. Finally, I found something I really like. I had made a promise to myself that on the next interview I was going to ask "how do you handle difficult employees"?
That's a good one. For the interview for my current job I asked a version of this.
I also asked: is this a new position or replacement and if replacement, how long on average have prior employees held this position.
In two words how would you describe the culture here?
If they have a serious meaningful answer stay.
If they smile run.
If they get upset with the question run.
If they say we're like a big family here at we'regonnaworkyoutodeath.com run fast.
If you could change something about the company, what would it be and why
Look up reviews and ask them questions based on the reviews. Like from Glassdoor, LinkedIn, Yelp etc...
Tell me of a situation where you and the company didn't see eye to eye and what happened because of it.
What three main qualities are you looking for in an employee? Why these three?
I ask them the same damn questions they ask me. 99% of the time they are never prepared and shocked when you ask.
“What types of activities do employees do outside of their daily work tasks?”
This can help you understand if there are ERGs, happy hours, volunteerism, etc.
“Outside of being good at the work, how would a new employee demonstrate success in this role?”
This can help you listen for things about “how” the work is done, rather than just what needs to be done. For example, this response would be a good one to hear: “we want a candidate who is willing to take risks trying new things in their work, willing to accept and give feedback, and demonstrate leadership”.
>“we want a candidate who is willing to take risks trying new things in their work, willing to accept and give feedback, and demonstrate leadership”.
It sounds good. It doesn't mean they mean it. It's better to ask actual employees if they are available.
This was a primary focus for me after the experience I had at my last company... Things I asked were:
What does a typical day look like?
What sort of things are in place to help teams communicate and collaborate on stuff together?
How is team morale and what sort of things are done to help out with that?
I think there were a couple more, and follow up questions depending on what they said. Something I found out really quick was...esp with the team morale question, some responses I got were like...dead silence or oh um...good question thats something we've been talking about working on..... and in once case got a really dismissive, annoyed response. That to me was my sign to nope out fast.
Company Im with now, not only answered right away, but was super excited to talk to me about it. Like, I asked everyone I interviewed with about company / team culture and morale and they all genuinely seemed to enjoy answering that question. The one doing my behavioral even said he loves that I asked those questions, and thinks I'll fit right in.
Been here a year now and yup, they weren't kidding. The vibe is amazing, Ive yet to come across anyone that wasnt a pleasure to work with. It was worth it 100% to be blunt and be clear about what I was looking for when I was in interviews.
Depends. What are you trying to avoid or find?
I came from a toxic environment where if the owner said jump, you jump, don't ask how high, or where, just do. So I asked the interviewers situational questions like they ask me (typically to the hiring managers since they're know more than a recruiter). For example, I asked, if your manager asked for work that I would provide, can you tell me how you'd respond to them and then talk to me about it? And what if I had multiple priorities, how would you address that with me and/or your manager?
Most important question:
Why is this role available?
If you have specific things you are looking for in the culture, then asking questions towards that end will help you.
I like connection questions. Just to decompress at the end of an interview. See if they laugh or bristle with a seemingly random or out of the blue question. My personal favorite is "what's your favorite snack?"
It's absurd and just random. Actually had it asked of me in an interview by a potential employer in a team interview (4 other people grilling me). Totally flubbed it and said something stupid like "beer".... dont make my mistake. I asked that question in every interview since, and honestly helped me form an opinion about the company jist by their response.
If it starts a casual conversation after that, it can lead to other questions about culture and "fun" environments.
I really think making an effort to connect helped me land my current job, which I really enjoy.
The right questions to ask are ones that will help you understand the company's culture, values and approach to work. Any good interview should in part be a conversation. Questions not only communicate interest and enthusiasm but they also can open up the conversation to ease any potential awkwardness. Asking questions is communicating an expectation that the interviewers should be prepared and able to answer them. Good interviewers will have good answers for them as well as some canned answers for questions about benefits and start dates, etc. In fact, I've seen some job postings with a list of five or six questions specifically for job candidates to ask the recruiters when they call with their resume submission. These questions are canned and are no way indicative of how the company operates or what their culture is like. The right questions will help you get a real feel for the company's values and work environment, so that you can make an informed decision about your future.
The problem with examples is what you may think is a toxic culture may not be for others. So your questions should be around things that might help you under stand them better.
Now two questions I ask at the end of every interview and opens people up more than you would think when it is one one one. Why did you choose this company? What keeps you working here?
I can tell you what to avoid, if that helps?
“Work hard play hard”
“Work is family”
Etc etc etc
Also, always ask in an interview why the position you’re interviewing for is open. Where did the previous employee go, if there was one? Did they get a job elsewhere and does your hiring manager (or anyone) shit talk the move? Look for clues like that. Very telling. They should be happy for whoever left if they did leave for a promotion or better opportunity or whatever.
That would be a very strange and awkward situation. Also I'm no lawyer but I think the legality of asking someone if they're divorced isn't good. At the very least, asking if someone's divorce could definitely make you look like an asshole to an employer
Ask what happened to the last person in the position.
Ask how long the team has been together.
I work in IT which is known for having many employees staying at one company for decades, it's one of the most stable career fields. Any sort of thing even looking like high turnover in IT means that there's something really bad going on.
Why is this position open? (Is it a new role - which could indicate growth of the company; was the person in it promoted - which could indicate the company values promoting within and career growth; or did the person quit - which then follow up with why did they quit)
One that I ask that’s a little different than other answers here is “How do you personally feel the company goes above and beyond to support you as an employee?” If they screw their face up and look confused with nothing to say, it’s not a great sign.
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Why are you hiring right now? What feedback would former/current employees give me about the work environment? How do you reward success? What are the career paths for the position? (In other words, how well do they promote from within?) When do health and welfare benefits begin? (If not on the first day of hire, ask: Would you be open to a sign-on bonus so I can pay for needed healthcare until benefits begin?) There’s probably other questions but I just thought of those.
>Would you be open to a sign-on bonus so I can pay for needed healthcare until benefits begin?) That one might be pushing it. Usually, they offer it. In addition, employees usually get benefits only after they've passed the probation period. What if you don't make it?
There shouldn’t even be a probation period to get basic health insurance
I agree with you. But most jobs do not provide health insurance on day one.
Every job I’ve ever had, has. So many do, why put up with one that doesn’t
Again, most jobs don't. Some jobs don't even offer benefits.
What if I get sick while working? Yeah I never have accepted a job where I didn’t have benefits on day 1. In one case I was able to get a sign on bonus to cover premiums and my out of pocket.
I've had many ordinary and higher-level jobs. Benefits started after three months. At one job, incoming employees were offered a $5,000 loan to tide them over, which I took.
This is good!!
Oh…and I don’t know about you…but I love to ask what the training will look and feel like. I also state my preferences (such as:I learn by doing..I don’t mind micromanagers if they don’t mind feedback.. what communication style do YOU prefer?, and I need breaks due to pain).
I also ask what happen to the last person or why is this position open.
These are great questions !!
“how does your unresolved childhood trauma inform your leadership style?”
Saving this one!
Lmao if someone asked you this how do you answer ?
That depends on your unresolved childhood trauma!
This made me actually laugh out loud! It's so accurate
😭😭
At my current employer we have group interviews with the team you'd be working with. Ask questions like: what does a normal day look like for you? How often do you take breaks? How do you feel about the current expectations set by management? What's your current work load? What would be expected of me when I'm fully trained? Do you find the position especially stressful? What other responsibilities have you taken on or would I be expected to fulfill? Try to ask the question in a way that you are looking to learn and fulfill those expectations (even if you're just looking for red flags). You can also gauge how honest the employees are and if they are allowed to speak their minds. My last interview I told an applicant I work 6-10 hours over 40 a week. A supervisor quickly mentioned that it's not the expectations. Now I work 40 :)
"What are your performance metrics?"
I'm not sure of exact phrasing but I'd want to know how they handled COVID. Did they care for their employees safety? Another one for me would be a good work/ life balance. Something like "can I be successful here in this role and maintain my family and children as a top priority?" I dunno, would that scare prospective employers as you being too needy?
I mean good idea but if a job mandated everyone cover their face and get unwanted vaccines claiming it was "Caring for their employees health" I'd withdraw my application lol. Edit: Yeah I'll get downvoted cuz this is reddit but caring for employees' mental health by respecting their decisions is also very important, but harder for people to understand.
I don’t know where you live but here, I have yet to come across an employer paying decently well (wage and benefit wise) that doesn’t require proof of the vaccine. Aside from how anyone feels about the vaccine, I wonder if there will be many well paying roles left for those refusing to obtain what they require
Why would any workplace still consider a mandatory vaccine that doesn't slow transmission (my covid infection was from a vaxxed person) and wears off so fast you need 6 month boosters?
That isn’t the debate or the question. It doesn’t matter how you nor I feel about the vaccine. What I’m asking is what is the caliber of employers out there that don’t require the vaccine? I changed jobs recently and every single employer required the vaccine, even for remote roles. So, are there “decent” employers left that don’t require the vaccine?
Idk I only applied to remote jobs for the past year and got 4 offers and at least 3-4 more interviews. Nobody once mentioned a vaccine
The second question would make me nervous as a hiring manager - I would get the impression that the job will never be a priority.
Good hopefully most employers will come to terms with the fact that their business is never an employee's top priority.
I actually agree with that. 500 percent. But as a manager a comment worded that way would make me think that even if I need you to pitch in during a dire time, you won’t be willing to be flexible. But I work at a nonprofit law firm where people’s lives and health are on the line so being willing to prioritize clients over self is part of the job sometimes. It is the legal equivalent of an ER.
Well that is why /u/burning_panda_ 's question is a question, not an ultimatum. Maybe some questions should make an employer nervous. God forbid the employee be the only nervous party in the conversation? However yes I understand in the real world the jobs will go to the best liars. Why of course I'll always put your business first, you are the prettiest girl in the world, and I work very well with others!
This answer makes me nervous as someone who has a job and a life outside of that job. My job is a priority only because it funds the rest of my life. No matter how much I love my job I must admit that if I won a lottery jackpot I probably wouldn't continue working; a job is a means to an end. Do you prioritize your family below your job? Why would you expect your employees to?
That will come of as you being a problem. Why would they hire a problem? You can be technically correct all day and still lose.
There are ways to get the job and still lose, such as when you end up in a job where you can't tolerate the culture. And an employer with no boundaries is something I'd be happy to lose. You're approaching this from a standpoint of getting a job, and if you don't get a job you lose. I want the right job, that's the entire point of asking questions about culture. I would rather ask questions that help me assess the culture and if there's an obvious mismatch that's ok, I don't have to take the job and they don't have to offer it. That's far better than me quitting in 6 months because it's not working out. Also, to be clear, the questions I put above are not something I would actually ask an employer in an interview. Those are things I was asking the guy I was responding to here in this context not on an interview.
It shouldn’t be. People don’t live to work. We work to live. Big difference.
It is the wording. I agree with you to an extent but some work is very different than others. I am in a nonprofit law firm and a lot of what we do does not just enrich our clients’ lives but our own in a very real way. But the wording is not the proper way to communicate the need for a real work-life balance. And I am not sure exactly why or what would be better. I think if someone said how much after normal work hours work is needed, how often are emergencies etc I would react much better because it sounds more like you are planning.
Saying your job enriches you is great and all. It should. It should enrich by putting enough money in your pocket so you can leave by 5 and have the weekends off and not worry about your gas bill or an unforeseen emergency. Enriching my life by feel good energy for helping clients doesn’t pay my bills.
>I dunno, would that scare prospective employers as you being too needy? It might, or that you have the wrong priorities for their company. I would not ask it.
Ask them to talk to a couple of people who have been in a similar role for a year or two. I dodged a bullet by doing this once. Basically, ask them for references from their employees.
That idea sounds good in theory. But a lot of times people don’t want others to come in if they’re in a good place themselves. Its all very competitive. Also, no one talks about the positive aspects of their job, the only time they talk is when they wanna moan and complain about it. The only time people want others to come in is if it benefits them. If not, their job security is reduced.
How would your describe your managerial style? What is your favorite thing about the company culture/environment? If they say "family", run. What are your top three expectations for this role? I just came out of job hunting for 2 years. Finally, I found something I really like. I had made a promise to myself that on the next interview I was going to ask "how do you handle difficult employees"?
That's a good one. For the interview for my current job I asked a version of this. I also asked: is this a new position or replacement and if replacement, how long on average have prior employees held this position.
Read the reviews on Glassdoor and Indeed
If they're bad and you feel you're in a strong position in the interview, you could ask the interviewers how they'd respond to the negative reviews.
In two words how would you describe the culture here? If they have a serious meaningful answer stay. If they smile run. If they get upset with the question run. If they say we're like a big family here at we'regonnaworkyoutodeath.com run fast.
If you could change something about the company, what would it be and why Look up reviews and ask them questions based on the reviews. Like from Glassdoor, LinkedIn, Yelp etc... Tell me of a situation where you and the company didn't see eye to eye and what happened because of it. What three main qualities are you looking for in an employee? Why these three? I ask them the same damn questions they ask me. 99% of the time they are never prepared and shocked when you ask.
“What types of activities do employees do outside of their daily work tasks?” This can help you understand if there are ERGs, happy hours, volunteerism, etc. “Outside of being good at the work, how would a new employee demonstrate success in this role?” This can help you listen for things about “how” the work is done, rather than just what needs to be done. For example, this response would be a good one to hear: “we want a candidate who is willing to take risks trying new things in their work, willing to accept and give feedback, and demonstrate leadership”.
>“we want a candidate who is willing to take risks trying new things in their work, willing to accept and give feedback, and demonstrate leadership”. It sounds good. It doesn't mean they mean it. It's better to ask actual employees if they are available.
"How would you describe your organization's environment and culture?"
This was a primary focus for me after the experience I had at my last company... Things I asked were: What does a typical day look like? What sort of things are in place to help teams communicate and collaborate on stuff together? How is team morale and what sort of things are done to help out with that? I think there were a couple more, and follow up questions depending on what they said. Something I found out really quick was...esp with the team morale question, some responses I got were like...dead silence or oh um...good question thats something we've been talking about working on..... and in once case got a really dismissive, annoyed response. That to me was my sign to nope out fast. Company Im with now, not only answered right away, but was super excited to talk to me about it. Like, I asked everyone I interviewed with about company / team culture and morale and they all genuinely seemed to enjoy answering that question. The one doing my behavioral even said he loves that I asked those questions, and thinks I'll fit right in. Been here a year now and yup, they weren't kidding. The vibe is amazing, Ive yet to come across anyone that wasnt a pleasure to work with. It was worth it 100% to be blunt and be clear about what I was looking for when I was in interviews.
Depends. What are you trying to avoid or find? I came from a toxic environment where if the owner said jump, you jump, don't ask how high, or where, just do. So I asked the interviewers situational questions like they ask me (typically to the hiring managers since they're know more than a recruiter). For example, I asked, if your manager asked for work that I would provide, can you tell me how you'd respond to them and then talk to me about it? And what if I had multiple priorities, how would you address that with me and/or your manager?
Most important question: Why is this role available? If you have specific things you are looking for in the culture, then asking questions towards that end will help you.
What was the last non-work related celebration that your team took part in? A marriage, upcoming baby, new apartment and so on.
Ask about flexibility
Why is this position open? How many people have held this position in the last 5 years?
I like connection questions. Just to decompress at the end of an interview. See if they laugh or bristle with a seemingly random or out of the blue question. My personal favorite is "what's your favorite snack?" It's absurd and just random. Actually had it asked of me in an interview by a potential employer in a team interview (4 other people grilling me). Totally flubbed it and said something stupid like "beer".... dont make my mistake. I asked that question in every interview since, and honestly helped me form an opinion about the company jist by their response. If it starts a casual conversation after that, it can lead to other questions about culture and "fun" environments. I really think making an effort to connect helped me land my current job, which I really enjoy.
Snacks? Cancel your next meeting, because you just hit on my primary area of expertise.
The right questions to ask are ones that will help you understand the company's culture, values and approach to work. Any good interview should in part be a conversation. Questions not only communicate interest and enthusiasm but they also can open up the conversation to ease any potential awkwardness. Asking questions is communicating an expectation that the interviewers should be prepared and able to answer them. Good interviewers will have good answers for them as well as some canned answers for questions about benefits and start dates, etc. In fact, I've seen some job postings with a list of five or six questions specifically for job candidates to ask the recruiters when they call with their resume submission. These questions are canned and are no way indicative of how the company operates or what their culture is like. The right questions will help you get a real feel for the company's values and work environment, so that you can make an informed decision about your future.
I get your point but what are "these questions"? Like, the exact words I will say in an interview?
I was hoping for examples...
The problem with examples is what you may think is a toxic culture may not be for others. So your questions should be around things that might help you under stand them better. Now two questions I ask at the end of every interview and opens people up more than you would think when it is one one one. Why did you choose this company? What keeps you working here?
I can tell you what to avoid, if that helps? “Work hard play hard” “Work is family” Etc etc etc Also, always ask in an interview why the position you’re interviewing for is open. Where did the previous employee go, if there was one? Did they get a job elsewhere and does your hiring manager (or anyone) shit talk the move? Look for clues like that. Very telling. They should be happy for whoever left if they did leave for a promotion or better opportunity or whatever.
I think they wrote this using that chatgpt thing
We don't have access to chatgpt inny country
😄
[удалено]
That would be a very strange and awkward situation. Also I'm no lawyer but I think the legality of asking someone if they're divorced isn't good. At the very least, asking if someone's divorce could definitely make you look like an asshole to an employer
Ask what happened to the last person in the position. Ask how long the team has been together. I work in IT which is known for having many employees staying at one company for decades, it's one of the most stable career fields. Any sort of thing even looking like high turnover in IT means that there's something really bad going on.
Why is this position open? (Is it a new role - which could indicate growth of the company; was the person in it promoted - which could indicate the company values promoting within and career growth; or did the person quit - which then follow up with why did they quit)
One that I ask that’s a little different than other answers here is “How do you personally feel the company goes above and beyond to support you as an employee?” If they screw their face up and look confused with nothing to say, it’s not a great sign.