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Helping Construction Companies Connect With Talent Without the BS - Podcast Host - Content Creator - 900k followers on Social Media
Instead of asking “What’s your culture like?” in a job interview. Ask the company how they handle situations that would reveal their culture. Examples: “Tell me about your PTO policy and how you encourage employees to take time off…” “Tell me about how you would handle an employee that isn't performing…” “How do you encourage work-life balance?” “How do you foster an environment that creates belonging?” “How do you help your employees grow and develop professionally?” All these questions are better than… “What’s your culture like?” Thoughts?
I've gotten surprisingly honest answers to "What's one thing here that drives you crazy?"
I’ve asked these questions in a first interview and was told by the recruiter that I would have to ask the hiring manager in the next round. The next round never came.
I’ve found it’s helpful to ask what’s something you Ike about the culture, and what’s are the main challenges of this role. My perspective is coming as an in-house recruiter that comes from agency. From my experience leaders might be more authentic with this line of questioning and could share challenges around buracracy, travel expectations that lead to turnover, etc. This helps reduce the likelihood of turnover if the challenges are discussed upfront.
Those next level questions… yes ?? I’ve also found people on LI that work there and explain that I’m looking into the company and ask if they can make time to chat about their experience with the company… I’ve gotten pretty good insight of company policy, how that company compares to previous jobs organizations theyve worked for, etc. a lot of times they end up knowing exactly what job I’m applying for or call the local hiring manager for me (and it’s led to interviews)
I saw a good one recently: “what makes your top performer your top performer?”
I usually agree with you, but on this one I don't. When candidates ask me this question, I will make it about what makes the culture at the company unique/ different. I will not use "good" or "bad" etc. And if the culture does not align with the candidates values. It would not have worked out anyway.
As a recruiter I get asked the “culture” question a lot!! ! Now I will frame my responses with examples of how we live out each core value and mission statement. Love it! Good stuff!! Thanks for making me think differently Joel??
It's a great idea to ask how they handle situations, but all of those questions are terrible except the not performing question. All of the others are leading questions and have an obvious right answer.
However, how the hiring manager answers can tell so much.
President at The Emerald Recruiting Group
1 个月I agree with don’t ask what’s your culture is like but all these questions are self entitled Pto policy- all I hear is you are focused on not the job at hand which in my case feeds my family Underperforming- how often do you plan on not performing Work life balance- back to point number one maybe ask what does a day in the life look like Grow and develop- go with how you can help them first assuming I come in help accomplish fixing x what type of career could I have here down the road Focus on how you can help them achieve their goals that’s why there’s a pay check and in return how they help you achieve yours