At the end of most job interviews, the hiring manager will
turn the tables and ask, "So, do you have any questions for
me?"
Most candidates use this time to learn more about salary
and job requirements — but David Melancon, CEO of btr., a
corporate rankings platform that focuses on holistic
performance, says these are three questions that are far
more important, and most people fail to ask them.
Here are the questions:
1. What qualities will a person in this role need to be
successful in your company culture — as an individual
and as a worker?
"This company's culture is what it is — and it's easy for a
company to use their own buzz words to talk about their
culture: 'hard charging,' 'hands-on,' 'mission-driven,'
'entrepreneurial,'" Melancon explains. "Often, these words
describe the company leaders or refer to aspirations of the
company, but they're not always easy to translate directly
to every role."
Let's say you're applying to be a administrative assistant —
how does "entrepreneurial" apply? Maybe you're going to
be an intern in the Human Resources department and an
accounting clerk — what does "mission driven" mean to
your role?
"By asking about the qualities needed for success, you
enable the interviewer to give you specifics that apply to
yourself and your role within that culture, rather than the
company line about itself," he says.
2. What's the company's position on education and
development, including student loan reimbursement
and tuition assistance?
You've put a lot of effort and investment into your
education and it's possible — especially if this is an entry-
level job — that you may not yet be making a salary
commensurate with that, says Melancon.
"Some companies realize that and offer assistance in
paying off student loans or assist in furthering your
education," he says. "Do they have programs that allow you
to continue your education? Understanding the company's
point of view on education — past and future — as well as
how it implements that POV in benefits is important."
3. How does the company keep employees excited,
innovative, and motivated?
Companies have a vested interest in keeping their
employees "on top of their game." How does this company
do it? "Financial benefits such as profit sharing, merit
raises, and spot bonuses can be powerful motivators," says
Melancon. "But non-financial benefits such as extra days
off, Summer Fridays, free meals, happy hours, and
company outings are all culture-driven ways that
companies keep employees feeling motivated and excited."
#GoodLuck
#PlsShare.
turn the tables and ask, "So, do you have any questions for
me?"
Most candidates use this time to learn more about salary
and job requirements — but David Melancon, CEO of btr., a
corporate rankings platform that focuses on holistic
performance, says these are three questions that are far
more important, and most people fail to ask them.
Here are the questions:
1. What qualities will a person in this role need to be
successful in your company culture — as an individual
and as a worker?
"This company's culture is what it is — and it's easy for a
company to use their own buzz words to talk about their
culture: 'hard charging,' 'hands-on,' 'mission-driven,'
'entrepreneurial,'" Melancon explains. "Often, these words
describe the company leaders or refer to aspirations of the
company, but they're not always easy to translate directly
to every role."
Let's say you're applying to be a administrative assistant —
how does "entrepreneurial" apply? Maybe you're going to
be an intern in the Human Resources department and an
accounting clerk — what does "mission driven" mean to
your role?
"By asking about the qualities needed for success, you
enable the interviewer to give you specifics that apply to
yourself and your role within that culture, rather than the
company line about itself," he says.
2. What's the company's position on education and
development, including student loan reimbursement
and tuition assistance?
You've put a lot of effort and investment into your
education and it's possible — especially if this is an entry-
level job — that you may not yet be making a salary
commensurate with that, says Melancon.
"Some companies realize that and offer assistance in
paying off student loans or assist in furthering your
education," he says. "Do they have programs that allow you
to continue your education? Understanding the company's
point of view on education — past and future — as well as
how it implements that POV in benefits is important."
3. How does the company keep employees excited,
innovative, and motivated?
Companies have a vested interest in keeping their
employees "on top of their game." How does this company
do it? "Financial benefits such as profit sharing, merit
raises, and spot bonuses can be powerful motivators," says
Melancon. "But non-financial benefits such as extra days
off, Summer Fridays, free meals, happy hours, and
company outings are all culture-driven ways that
companies keep employees feeling motivated and excited."
#GoodLuck
#PlsShare.
