A job search can be nerve-wracking, seem endless, and feel like you have to tweak everything about yourself. When you finally get the interview for a coveted position, you start thinking about the questions the company will ask. You want to put your best foot forward, giving the interviewer the answers they’re looking for.
While it’s natural to want to be the right fit for the role and the organization, there’s something else to consider. You need to determine if this organization is a place where you can thrive in your career and grow your personal brand. Is this company the right fit for you and your professional goals? Do they actively invest in employee success?
You can get an interviewer to reveal this by asking good follow-up questions. Yes, once they’ve had a chance to grill you, it’s your turn to get your questions answered. After all, you also have a choice to make and want to be as informed as possible about your future. Ask these three strategic questions to see if a company invests in its people.
1. How Do You Help Employees Grow?
When you step into a role, you don’t expect to know everything. It’s a learning process– one that takes your initiative and curiosity. Yet, adopting a growth mindset isn’t always a magic wand. You also need your employer’s support to grow in your current job and prepare for the next one.
Asking the HR rep or hiring manager how the company supports professional development uncovers key aspects of the culture. For instance, do they rely on HR analytics to identify opportunities and make improvements? Leaders who analyze data like exit interviews, performance evals, and employee surveys are usually interested in helping their staff succeed. They want to know why turnover is trending up and if employees feel disengaged.
These leaders want to know what initiatives are going well, and ways they can further build on them. Asking how the company helps its employees develop their skills also reveals what type of support you’ll have. It may include mentors, stipends for degrees or certifications, and in-house training.
2. How Long Do Employees Typically Stay?
Data show the median job tenure is shrinking. It’s hovering around four years, with variations among age groups. Employees 24 to 34 years old stay at a job just short of three years. Meanwhile, those in mid-life aren’t leaving until they’ve clocked in about seven years. Regardless of which age group you fall into, asking about the average tenure of team members can reveal a lot. A good follow-up question that probes deeper is asking why team members leave.
Is your would-be predecessor vacating the role because they got a promotion? Or are they moving on after only a year? A history of frequent turnover and short stays could point to issues like unrealistic expectations from leadership. It might also suggest high role ambiguity or a management team without strategic direction. If your goal is to get in, learn as much as you can and get out, short tenures may not be a deal breaker. But if you’re craving stability and long-term growth, companies with frequent turnover may not be right for you. The same goes for workload demands and work-life balance. Sometimes a high number of resignations means employees are overworked and leave to seek relief.
3. What Do You Like About Working Here?
Depending on the type of interview, you could get the opportunity to ask more than one person this question. A panel interview or an informal lunch meeting with the team allows you to get different perspectives. Although asking what current employees think about the company may seem intimidating, the answers provide valuable insights.
Pay attention to how they describe the culture, the challenges they face, and the benefits of the work environment. Do employees seem happy and energized about the organization’s purpose? Or do their answers seem scripted? Sometimes digging deeper into their unique responsibilities will uncover team dynamics, internal workflows, and cultural expectations.
There may be clues about office politics you can pick up on too. A culture where office politics rule is one with consequences. These environments tend to lower employee engagement and commitment. You may find it’s not a workplace where you can succeed. Asking what employees like about working for a company also shows whether the culture leans competitive or collaborative. If you value collaboration, you can cross those competitive cultures off your list.
A new job can influence many aspects of your life and career, including your well-being outside the office. Interviews are an opportunity to discover what working for an organization and in a particular role will mean for your future. Just because the company is interested in you doesn’t mean it’s right for you. Compromising who you are, your values, and your career goals won’t get you far in the long run. Ask strategic questions during an interview so you can make a more informed decision.
William Arruda is personal branding pioneer, keynote speaker, and expert in virtual communication. Watch his free recorded webinar to learn how to transform your online meetings and presentations into powerful, engaging experiences.