When you’re interviewing for a job, the hiring manager, HR, and other staff ask all the hard, invasive questions, ranging from “What’s your biggest weakness?” to “Why should I hire you?” It’s time to flip the script and to allow job seekers to ask the tough questions.
I’ve heard many complaints from job seekers, including not being notified that their resumes were received, responsibilities being different from what was described in the job description, and no one telling you about the toxic boss who has a turnstile of people coming and going. As an executive recruiter, job seekers have complained to me about canceling interviews at the last minute and being forced to meet at inconvenient times. While the company knows everything about the candidate, the company rarely shares all the information about the people you will be interviewing in the next three to six months.
Questions Interviewees Should Ask
An interview should be a two-way conversation. Too often, however, this is one-sided as the supervisor or manager bombards you with questions. They feel comfortable digging into why there are gaps in your resume and looking incredulous when you give honest answers. The HR representative demands to know why you’ve had three different jobs in the last 10 years and makes you provide a thorough rationale for each move, as if there’s anything wrong with getting a higher-paying opportunity with potential for growth.
Now is the time to change the status quo. When interviewing, don’t let yourself be bullied by the person in charge. Assert yourself by asking the questions you need to know to determine if this job is right for you.
Here are some examples of questions to ask your interviewer
- What is the financial condition of the company?
- How many people have you laid off in the last 12 months and does the company plan to make any layoffs in the near future?
- Tell me everything I need to know about my future boss and the people I will be working with.
- Please introduce me to the company culture, why I should work here and what the total compensation, paid time off and benefits will look like.
- Do I have the autonomy to choose the work style that best suits my needs, and if I choose to telecommute, will you respect that and not change my mind six months or a year later?
- Is there a clear path to growth within the organization along with upskilling, training and providing mentors and coaches to help me succeed?
- If I accept the job offer, will you ensure that everything we discussed will be in the offer letter and that no bait and switch or lowball offers are made?
Things companies can do to make it better for candidates
It’s not that hard to empathize with job applicants. They don’t ask for much. Candidates want honesty, transparency and that you manage their expectations appropriately.
The company can at least start by validating resumes when they are submitted. It’s not too much to ask internal corporate recruiters not to embellish work, responsibilities, compensation and growth potential. It would only be fair if you were told the truth about the boss and those you will be working closely with. If the manager is difficult and demanding, this information should be disclosed.
Instead of asserting their ego, bosses should be reasonable and agree to an interview time that is acceptable to the candidate. When an interview is scheduled, no cancellation should be made 10 minutes before it starts. Also, there is no excuse for not showing up for an interview and being a ghost of a person. The same expectations should be placed on the company and its representatives for video calls. They must attend the virtual meeting on time with premium lighting, sound quality and connectivity.
Instead of going into meetings blindly, the company should prepare the job candidates with whom they will meet. They should know their names, corporate titles, and a little about their background and current responsibilities.
Throughout the hiring process, the candidate should be offered feedback, constructive criticism, and advice on how to perform at their best. When it comes time to make an offer, the compensation should match what you originally discussed. It would be a good move to offer more than what the candidate wants to show that you really want and believe in him.
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