When you’re on a job interview, the hiring manager, human resources and other personnel ask all the tough, invasive questions, ranging from “What is your biggest weakness?” to “Why should I hire you?” It’s about time to flip the script and allow job applicants to ask the hard-hitting questions.
I’ve heard many complaints from job seekers, including not being notified that their résumés have been received, the responsibilities were different than what was listed on the job description, and no one told you about the toxic boss who has a turnstile of people coming and going. As an executive recruiter, job hunters have complained to me about interviews being canceled at the last minute and being forced to have a meeting at inopportune times. While the company knows all about the applicant, the firm rarely shares all the information about the people you’ll be interviewing over the next three to six months.
Questions Interviewees Should Ask
An interview is supposed to be a two-way conversation. However, too often, it’s one-sided as the supervisor or manager grills you with questions. They are comfortable digging into why there are gaps in your résumé and coming across as distrustful when you provide honest answers. The HR representative demands to know why you’ve had three different jobs over the last 10 years and makes you provide in-depth reasoning for each move, as if there is something wrong with getting a better-paying opportunity with growth potential.
Now is the time to change the status quo. When you interview, 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 Interrogator
- What is the financial situation of the company?
- How many people have you laid off over the last 12 months, and does the company plan on executing any downsizing in the near future?
- Tell me everything I should know about my prospective boss and the people I’ll be working with.
- Please walk me through the corporate 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 select the work style that most aligns with my needs, and if I choose remote work, will you honor it and not change your mind six months or one year later?
- Is there a clear path for growing within the organization, along with upskilling, training and providing mentors and coaches to help me succeed?
- If I accept the job offer, will you guarantee that all we discussed will be in the offer letter and there won’t be any bait-and-switch or lowball offers being made?
Things Companies Can Do To Make It Better For Applicants
It’s not that hard to be empathetic to job candidates. They are not asking for much. Applicants want honesty, transparency and for you to appropriately manage their expectations.
The company can start by at least acknowledging résumés when they are submitted. It’s not too much to ask the internal corporate recruiters not to embellish the job, responsibilities, compensation and growth potential. It would only be fair if you were told the truth about the boss and those you will work closely with. If the manager is difficult and demanding, that information should be disclosed.
Instead of asserting their egos, bosses should be reasonable and agree to interview times that are acceptable to the candidate. When an interview is scheduled, a cancellation shouldn’t be made 10 minutes before it starts. Also, there’s no excuse for failing to show up to an interview and ghost the person. The same expectations must be held for the company and its representatives for video calls. They should attend the virtual meeting on time with top-notch lighting, sound quality and connectivity.
Rather than going blindly into meetings, the company needs to prepare the job applicants on who they will meet. They should know their names, corporate titles and little bit about their background and current responsibilities.
Throughout the hiring process, the candidate should be offered feedback, constructive criticism and advice on how to perform their best. When it comes time for an offer, the compensation should align with what you initially discussed. It would be a good move to offer more than the candidate’s asking to show that you really want and believe in them.
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