What Questions Should a Prospective Employee Ask? 569
Mortimer.CA writes "Even though things aren't great in the economy, it's prudent to plan ahead to when things (hopefully) pick up. In light of that, I'd like to update a previously asked question in case things have changed over the last four years: What do you ask every new (prospective) employer? When you're sitting in the interview room after they've finished grilling you, there's usually an opportunity to reciprocate. There will be some niche questions for specializations (sys admin, programming, PM, QA, etc.), but there are some generic ones that come to mind, such as: what is the (official) dress code?"
Similarly, what questions should you avoid? Read on for the rest of Mortimer.CA's thoughts.
He continues with these suggestions:"What about my resume caught your eye? What hardware/software am I expected to use at my desktop (e-mail, OS, editor, source control, etc.)? Are there team lunches or get-togethers? What are your goals for the next six months, one year, three years? What ticket/issue tracking system do you use? Do you have separate build/stage/QA/etc. environments? How do you keep track of documentation? What are your full names (so I can Google them)? What are the typical hours of the team members? Those are some of the ones I've thought of after some digging around. Are there the generic ones that you ask? What are some question for various niches? (e.g., for sysadmins: what config mgmt software do you use?)"
Real working hours (Score:4, Interesting)
Tailor the Questions... (Score:5, Interesting)
The best questions are almost certainly those that are specific to the employer and the job which they might hire you for. These are excellent because they show that you've taken an actual interest in what they are doing and may have something to contribute to the overall team in the first 6 months or so. Which isn't to say that the other questions (e.g., generic "what are employment conditions like on the ground" checks) aren't good, but if the boss-to-be thinks you care, it's a big way to stand out for the better.
Or at least that technique has consistently worked for me so far, and people who ask such things do stand out when you're on the interview panel. Too many people just do generic applications for jobs and don't seem to care what they actually end up doing...
Documentation (Score:5, Interesting)
'Can I see an example of your code or documentation?'
If they don't keep documentation or their code tends to be messy and undocumented then you're going to spend half your time trying to figure stuff out rather than doing productive (and thus interesting) work. If a company's business is in a complex field (finance for instance) and the code/system has built up over many years there is a fair chance that both will be pretty incomprehensible to start with and if they haven't got reasonably documentation the your job is going to be harder and there is a chance that you'll never feel you full have a grasp on *everything* that is going on.
Apart from that, it will show that you give a damn about documentation and are organised.
"Can't you enforce tooling?" (Score:4, Interesting)
What hardware/software am I expected to use at my desktop (e-mail, OS, editor, source control, etc.)?
This (certainly the email and source-control bits) is an excellent question to ask -- not so much because of what the answer as such, but because of your interviewers' reaction to giving the answer. If the interviewers frown or are apologetic about the answers, then that's a big clue that the IT department is run for its own convenience rather than the users' convenience.
For instance, if the email system in use is Outlook, ask if they have IMAP or SIMAP turned on, to enable non-Exchange clients. If the answer is no, then you know that uniformity gets enforced over convenience. You also know that nobody in the company uses any external mailing lists (such as the GCC or Linux kernel lists), as there's no way of posting to those from Exchange without looking like a fool.
If your interviewers sound cross or apologetic when describing the source-control system -- in other words, if the source-control system was dictated by IT without engineering buy-in -- then decline the job. Even if it were theoretically possible to do work in such a company, the excess overhead due to dealing with bureaucracy would make it an inefficient use of your time.
The absolute best answer you could get here is the one a VP of engineering whom I once worked for gave to a compiler vendor whose products we didn't want. "Can't you enforce tooling?", they asked him. "No," he said, "we don't tell Babe Ruth how to hold his bat."
Peter
Re:Documentation (Score:3, Interesting)
A red-flag is probably if they tell you all of their code is a "trade secret".
Ask about them... (Score:4, Interesting)
Ask your interviewers how long they've been with the company, and why do they stay? The second one is more important if you're in a current "hot" field where people jump ship quite a bit. It tends to give a little more insight into the corporate culture and those you'll be working with, in my experiences.
be on the job in the interview (Score:3, Interesting)
I'd like to show you how I would handle/think about the kinds of problems your team has to solve. Would you tell an issue you faced recently that would have been *my* problem if I'd already been working here? I'll talk out the way I'd try and fix it.
If you're smart, you will have done some research into the company before going to the interview so that you already know what kinds of things they do and the problems they face.
Re:COnsider how it comes across (Score:1, Interesting)
The goal of the interview is to get the offer, and the best way to get the offer is to demonstrate an interest in the organization you are interviewing with, an understanding of the industry they are in, and at some level the challenges they face in the current market.
An offer is only useful if you'll enjoy working there (unless you're simply desperate, which can be understandable as well). If you're not desperate, then you want to know you're jumping ship to a place that you'll want to stick around.
Asking about dress code during the interview will send up a red flag that you may be someone that will challenge the dress code at some point down the line, that would be a strike against you.
I say, beware of all enterprises that require new clothes ....
-- Henry David Thoreau, _Walden_
If the corporate culture is suits and ties, and all you have it jeans and t-shirts, that's a red flag to you. It's not that you will hate working there, but now you have to shell out cash to get a new wardrobe. For some people this is important, for others it's not.
Presumably if you're looking around for a new place to work you're not happy with where you are. Why would you go to another place where you'll be unhappy? If you're desperate--bills piling up--then sure, be a bit more careful on these questions. But if you have some time to pick and choose, it's better to be honest about things so there are fewer surprises later on.
Re:"What color m&ms do you prefer?" (Score:5, Interesting)
Re:Are there a lot of people with kids here? (Score:4, Interesting)
I work in a family centric place, I am single, and I rarely work late. Everyone is GONE by 5:30pm.
In regards to your second question I think it would be better to ask how often you would be expected to interface with customers as what the boss does may not have anything to do with you. It could be his job to insulate the rest of the staff from clients.
Re:COnsider how it comes across (Score:1, Interesting)
in this economy, the goal is to get any offer that pays the bills.
Yeah, I always wanted to say, "Can we just forget about this bullshit? I'll work my ass off, get the job done and on time. I don't give a shit about "growth" because I know that there can only be so many mangers and I'll concede now. I just want a job. I'll work to keep it. My identity isn't based upon my career. I'll be more than happy to help others achieve their goals to "grow". I'll be a great team member."
No, corporate America is based upon everyone fighting one another to get ahead while at the same time promoting "team work". The scary ones are the ones who actually fall for that horseshit.
I took that lesson with me when I became an entrepreneur. You want to work at home to be with your small children and you need an income and something to do? No problem. It worked great for Jetblue. I can work in just about anyone into an organization. I build the team. I know how to work in various people with different talents and degrees of ability. I don't need to hire just "stars".
Re:Oblig quote (Score:2, Interesting)
"Am I... am I supposed to type with my penis?"
Hunt and pecker?
Some of mine (Score:2, Interesting)
About 10 years ago, I learned the hard way that the questions you ask can determine whether or not you get a job. I had received an offer at a large company, and when I learned that some amount of on-call time was going to be required, I asked whether this was a 24-7 thing, or whether there was some kind of rotating system of shifts. They rescinded the offer just because I asked the question; I was really glad they did, because I didn't want to work for a manager who would do such a thing. (I ended up taking a different job in the same company, for more money and with no on-call requirement.)
Which brings me to another point: if your questions are reasonable and a company declines to offer you the job just because of that, you probably don't want to work for them anyway.
fit in (Score:3, Interesting)
Every person I know who does job interviews says that the main thing they are looking for is whether you will fit in to the workplace. That's being a little simplistic maybe, but consider that the interviewer(s) are people too (and they're probably quite nervous as well). It's actually quite common to have an interview panel comprised of a higher level boss, the immediate manager of the position and a colleague (though maybe a senior or supervisor), and in these cases you need unanimous approval.
Some of the points I take from this are -
- whether they think you will get on with colleagues (so ask open-ended questions about potential co-workers that might leave you an opening to divulge some shared interests);
- whether they think they will be able to work with you (honesty, integrity, respect, professionalism, personable),
- what your personality can offer,
- long-term promise (ask about Continued Professional Development or whatever),
- the approach you take to your work - are you naturally someone who tries to provide value to the client? Do you "hug"? Or do you focus on being efficient? Consider say a bank - some banks the customer wants to get in and out as quickly, easily and cheaply as possible while other banks have customers that want to come in and be offered a cup of coffee before they have a lengthy discussion with their account manager that might include both their new loan, the way forward for their business and golf. The interviewer is not looking for someone who would be great at the other bank.
The trick is doing this in a way that is appropriate to the company and the profession. Be sure to read the website, their literature and figure out their market and their position in it. That not only provides you with ammo for discussion but indicates your interest in the company, that you think you're right for the company (and the company right for you!) and that you were smart enough to have thought of it.
I walked into my first interview for a "proper job" and within 30 seconds was asked what I thought about their new website, I confessed I hadn't had chance to read it and it was blatantly game over from there. The next interview I was asked something which was a clear opener for me to remark about the website, which she then asked me what I thought of and I responded that it was a little short on content, could perhaps do more to sell the company, but generally seemed appropriate and anyway in this field there is a danger of content going out of date. The interviewer actually then ticked something on her pad and scribbled a little comment, looked up and realised I'd caught her testing me and we shared a little smile which I'm pretty sure secured me the job.
Interviews (Score:3, Interesting)
Okay, I'm actually damn good at interviews. This is blowing my own trumpet, but it's true. I've beaten people vastly more qualified, more experienced and less demanding in salary because I can hold my own in an interview. In fact, I change jobs rather than mess about with the internal politics of pay-rises, even in credit crunches. It makes life more interesting.
I have *never* asked a question at the end of an interview. I've always said "No, I think you've covered everything I need to know" because, by then, they HAVE, or I've done my research already. Asking a smarty-pants question is likely to lose you respect too.
"What is the (official) dress code?"
You're looking at it. You're probably wearing it. You're talking to people who are wearing it. It's pretty irrelevant anyway, because if you're required to wear anything different (e.g. uniform, stricter dress because you're dealing with public etc.) then they will TELL you that or you will already know. And what are you going to do? Say "Oh, no... I couldn't wear that" and forgo the job? And 99.9% of places are the same anyway - smart or smart/casual unless you're public-facing.
"What about my resume caught your eye?"
A good question. For your first month of working. In the interview, it's just too long-winded to explain and they might well be reluctant to discuss details of their hiring process.
"What hardware/software am I expected to use at my desktop (e-mail, OS, editor, source control, etc.)?"
You'll have been told by the job description. You should also have been shown round the place by then, even if it's just "and this is our coding floor". Personally, I usually insist on pre-interview tours if it's at all possible but most places have done this for me automatically - why would you ever want to take a job at somewhere you've never even SEEN the inside of? I gain the most information by seeing where I'm supposed to work and walking through the building to get to it - H&S violations (Cramped working conditions, no fire extinguishers, etc.)? Spotted them. Employees slacking off/arguing? Spotted them. People wasting time in boring meetings? Spotted them. The person I'm replacing? Probably sitting at the same desk or be the one showing me around.
Plus, the people in interview might not want to get into those sort of details because it will take too long. They just want to get on through their candidates and start deciding. Also, by asking, it's like you're questioning their choice. You're being paid to do the job, you have to damn well learn whatever software they want anyway. All this question does is provoke a feeling that you won't be happy/productive if it's not your "favourite".
"Are there team lunches or get-togethers?"
AKA "I want to socialise, waste time, claim that I'm team-building". If you want a team lunch, you'll have one. If you don't then you won't. This is nothing to do with the job unless it's pushed "from above" but you can't tell people how to eat their lunch and you wouldn't want to work anywhere that did. It's probably the "best" of your questions, though.
"What are your goals for the next six months, one year, three years?"
Brilliant question. For THEM to ask YOU. You're basically questioning their dedication / long-term plans in a roundabout way. They will raise eyebrows at this question.
"What ticket/issue tracking system do you use?"
See above about software/hardware.
"Do you have separate build/stage/QA/etc. environments?"
You will know this by the end of the interview/tour or you haven't done your research properly. It probably tells you in the job description. If they say no, you're implying that you know or work better. If they say yes, you're making yourself look an idiot by not knowing that.
"How do you keep track of documentation?"
See hardware/software question and the above. If they say "we don't", you should already know that and will come across as superior. If they say, we use
Re:Details on benefits (Score:5, Interesting)
Where is this American "freedom" I keep hearing about? It seems than Americans are free to become slaves to their corporate masters.
We have acceptable labour legislation and single payer health care where I live. I get 3 weeks vacation after a year of employment, overtime after 40 hours a week, protection from many workplace abuses and I can quit my job without losing my health care.
These are basic rights which any worker should have. Economic freedom is also freedom.
I've used this to great success. (Score:3, Interesting)
This is good to ask during a 1-on-1 interview, or when the interviewers are nearly peers. (i.e. bad to ask when the CEO and some flunky are in the room)
"What do you like least about working here?"
It's a good judge of character of the person interviewing you. I usually deflect answers that involve "commuting" or something external and re-ask the question. The answers tend to fall into three categories. 1. Bullshit/uninformed ("nothing! I love it here!") 2. What the boss/policy wants them to say ("we care about our customers *too much*!") or 3. Honesty.
People like talking about themselves, their opinions, and their likes and dislikes and will do it for hours. It's far easier to get them to open up about what's right (or wrong) with the company when you start with their gripes. Make the question about them and make them feel informed and important. At least it gives you some leverage in follow-up questions.
---
And for the record, at my current job I answer this as "That it feels slow to get software to market. Testing and management approval can seemingly take forever, but I realize it's a deliberate effort to maintain quality." It's honest and a personal gripe of mine.
"Dangerous" questions (Score:5, Interesting)
I like: "What's the staff turnover rate like? How about in the dept I'd be joining?"
Yes, though personally I tend to be more direct than euphemistic: "How many people have left the company/department in the past year? Why did they leave?"
The thing about "dangerous" questions like these, and asking about realistic working hours, and asking about IP clauses in the contract, is that good employers will usually be more than happy to have chance to explain why they're not like the bad employers. Most will enthusiastically tell you that they have low staff turnover. In terms of copyrights, particularly at the young companies looking for good people, I've had a senior interviewer tell me immediately that he himself had got the contract adjusted to clarify that, and it certainly wouldn't be a problem. For working hours, I've had a much wider range of answers, but usually pretty honest.
I have never, to my knowledge, missed out on an offer that I would have accepted because I asked such questions. I may have lost at least two offers, but in both cases I already knew I wouldn't accept anyway after evasive or outright damning answers to the working hours question, so the question served its purpose.
Clearly YMMV, particularly if you're desperate for a job or if you're happy working for corporate behemoths that tend to have less flexibility in their contracts (and whose HR people may black flag anyone who asks too many questions).
The other thing I always like to ask, though it's probably best to leave it until after the first interview, is to see a sample of their code and documentation. Just as they can tell a lot about me from my solution to a coding problem, so I can tell a lot about them by seeing what kind of code they actually write. I have never been refused this request, though most places ask you to wait until the next visit, so it might be worth mentioning it in advance if you're going back for a second interview and know it's likely to be the last one.
My experience is that once you're past any HR goons and you're dealing with techie folks you might actually be working with, good people will be quite enthusiastic to show you something they consider good code and happy to accommodate your request. It puts them on familiar territory, and makes for a more interesting (and memorable) interview for them than the other ten they've done this week. As a convenient side effect, as well as giving you chance to see their code, it also gives them a chance to show off and creates an atmosphere of fellowship and professional respect--a good discussion about their code can make them start to think of you as one of them before you've even left the interview.
Again, I'm not aware that I've ever missed out on an offer I would have accepted because of asking this question, though again there have been a couple of places whose offers I would probably have turned down if I'd received them after seeing the sort of code I'd be working with.
Re:What's for lunch? (Score:2, Interesting)
I agree. To some people, this is rather imporant.
Many companies don't have any staff cantine and you can only get bagles within walking distance.
If you're not the packed lunch guy, this is pretty bad.
I'm mostly working from home and I'm always happy to go to a customer with a proper staff cantine. For any future office job that will be always a top criteria with me.
Re:Don't ask questions (Score:5, Interesting)
this may seem odd... (Score:2, Interesting)
Re:Asking about hours (Score:4, Interesting)
If you're out on a first date, do you immediately ask how much time you'll have to spend with the in-laws? Do you ask how often you're going to get laid? Do you ask how much affection you're required to display publicly? For most people, the answer is no. First you get to know each other, then you find out what each of you expects from the relationship.
Treat a job interview the same as a first date, don't ask the big questions until the relationship between you and your prospective employer is ready to move to the next level. It's not that companies don't want to tell you what's expected up front, but you paint a picture of your priorities based on the questions you ask. If you start the interview with questions about holidays, flex time, etc. the employer might think you're a slacker. If you leave those questions for later, you improve your chances of making a good first impression by showing you're serious about the work and not just looking out for yourself, even if that's exactly what you're doing.
(Sorry for using a dating analogy on /.)
I wouldn't ask that (Score:3, Interesting)
A lot of these are questions I would never ask in an interview.
"What desktop hardware/software will I be using?" could be interpreted as "I'm a hardware bigot and will whine if I don't have a huge display and four white-hot cores." or "I don't touch Winders. I plan to reimage my PC with Mepis and I refuse to use any email client except Mulberry". Unless you want to show proficiency in a particular tool -- "Lotus notes? Yes, I've got several years' experience" -- I'd leave the topic alone. Your desktop is whatever it is. You'll get used to it.
"Are there team get-togethers?" == "I expect us to spend time screwing off under the guise of 'team building'. How close is the nearest bar?"
"What are the typical hours?" == "I am concerned about working too hard."
"What is your goal for the next etc" is a question directed at the interviewee, not the interviewer.
I would say "I expect to be on-call" as an opening for the interviewer to describe the on-call process.
I would know ahead of time what the company's stock has been doing, (if publicly traded) and be prepared to ask reasonable questions about the company business. My job doesn't end at my cube doorway -- it's important to understand the big picture.
I ask about education benefits, because I want to keep on top of my game, and I want prospective employers to know that.
Questions about the environment -- promotion process, product and documentation lifecycle, -- are fine, but don't get too militant about it if the boss doesn't think these things are important. There will be time for that battle after you're hired.
Find out if there are any tools or systems with which you are not familiar, and then express eagerness to learn them.
If there's a part of the process that's in disarray, (documentation, for instance) and you get signals that the boss would like to see improvement in this area, express eagerness to help straighten it out, and come up with a few suggestions.
I ask if it's ok if I eat at my desk. This isn't as arse-kissing as it sounds. I worked for one place that forbade eating at one's desk due to ant infestation.
In general, I try to avoid questions that might raise a red flag about how well I might fit in, or which might be considered concern on my part about how much effort I will be making. I am adaptable -- I've had ASCII terminals, X-terms, Windows, Sun and SGI workstations in front of me, and a variety of tools, some really obscure. It matters less what my work environment actually is than that it match the rest of the team.
Re:Documentation (Score:2, Interesting)
This exact issue recently came up for me. I had an offer from what I thought was a good company with a pretty good future, doing embedded systems development. However, i was concerned that there was no cohesive software development group, no version control system or codebase with only basic interest in this, no SQA. It was suggested I have a conversation with a higher up, and the conversation proved that there was no knowledge and no interest in changing any of these things and that there was a lot of reinventing the wheel as a result.
The job didn't work out, it's too bad, but things like that can't be changed unless the job you're being offered comes with some authority to make changes and the support to do it.
Re:COnsider how it comes across (Score:3, Interesting)
Generally though if you're being strategic then you're only applying to offers that are an improvement over your current position and salary. I'm not going to be applying for burger flipping or any other jobs.
Unless of course I'm unemployed, and then quite honestly I would do anything up to and including burger flipping to get some level of income until I find something better.
The reality is any job that you've applied for you should already have done enough filtering to have decided that you DO want the job. The interview is the place you convince the employer to give you that job. Once you've gotten past that stage you can negotiate the salary and benefits up or down (though usually benefits are standard company-wide and not negotiable).
Depends on the Position (Score:3, Interesting)
For IT, keep an eye out for some telltale warning signs. Lots of Dilberts hanging on a cube wall are a telltale clue that people there aren't entirely happy with their jobs, and the cartoons can be an important clue into what exactly is not functioning well within the company. Also ask just before you leave or prior to the start of the interview to use the bathroom. The state of the bathroom is another good sign of how the company treats its employees, and you're going to have to use that thing during the after-lunch rush hour and such. If it's like someone slaughtered a goat in there, you might want to consider giving them a miss.
Comment removed (Score:3, Interesting)
World of difference (Score:3, Interesting)
Main question I ask (Score:3, Interesting)
My main question is what is the structure of my team. How many people are doing the same job I do in my team. Is there a lead? Is there a manager? Who is the manager managing, just our group or others as well? I have enough experience that I don't want to be in a team which has a lead in it. When I have a manager who is not involved in day to day IT work that is ideal as he wants me to succeed. Leads always want to make sure you are not doing better than them as that is a threat to their position and job. On the other hand, doing a good job is something a manager wants you to do. If they say there is no lead I ask if anyone aside from my manager inside the team will be responsible for assigning me work and that sort of thing - digging out if there is some covert lead. I make sure this is straight with my manager.
Re:Asking about hours (Score:2, Interesting)
I often work overtime, but I generally take it as lieu time (at time and a half). This makes for a better work/real life balance and keeps my employer honest.
Posting as AC so I can name and shame a greedy, corrupt, faceless corporation.
I used to work for Compass Group, the catering company who were involved in shady stuff with the UN, and Iraq. Management there loved their bullshit use of "time in lieu".
When they needed people to work over it'd always be offered as time in lieu rather than overtime, and never at anything more than 1x.
If you made the mistake of working over, getting to use that promised time in lieu was tricky - it was usually "too busy" to be granted. I remember once I had some time in lieu to use, and I was granted it around christmas/new year time.... but the office was dead anyway and they let nearly everyone else go home as well! I left the office early only to find out later that about 30mins after I went home they started sending others home as there was nothing for anyone to do.
From then on I refused to work over at all, though when asked I would ask if it will be paid at an over-rate (doing this by email using reply-to-all to the request for people to work over seems to count as causing trouble!) They never offered TIL at an increased rate, so I never worked over again. No surprise, no pay rises from then on - not that the comedy pay rises would have covered inflation and the extra hours worked. Even if it did, that's not really a raise.
I obviously didn't stay working for them for much longer, though probably longer than I should... but the office was a few minutes from home, and to me a negligible commute is worth a lot. So much it is a major deciding factor when it comes to choosing a job - not that I ever let a prospective employer know that! Even a half hour commute to/from work really adds up to about an extra 2 hours a day dedicated to work. No thanks!
Re:"What color m&ms do you prefer?" (Score:4, Interesting)
Best question I know is: What is your long term strategy for growth?
You'll get a wide range of responses and it reflects a LOT about how they treat their employees. If they talk much about cost savings, you know from the start your very position will be under periodic scrutiny. If they talk about outsourcing, you know that your job may not be secure, depending on what you do. If they talk about serving the customers and meeting their needs, you know any extra effort you take to serve the customer will be valued.
Match salary expectations to expected tenure (Score:5, Interesting)
If you expect to be in and gone in one year, ask for salary on the high end of the scale. If not, try to pick a range that won't see you the first to go at the first round of layoffs.
Remember, some positions are hired on pure speculation - the BDM is "90% sure we're going to get this contract so we have to ramp up". This sort of position is a wee bit volatile, and far too common for comfort. You'll need a bit extra at the end to finance the next job hunt, so don't live too high in the meantime.
Other questions: "What happened to my predecessor?" - If you have no "predecessor" then the job is a new opening. Follow that bit of data with "How is the job funded?" These are the sort of questions that can be hugely useful, as well as make a decent impression. If you don't like the answers, back out with a smile - if the job isn't backed with a good business case, it's waste of everybody's time to proceed further.