Evil and cold HR answering here - you should totally ask - if I can't tell a candidate why the role is open due to privileged info, trust that I have a canned answer ready and waiting.
Most times I'll give an answer that you can read between the lines if you try hard enough, because truth, thank you. If they gossip and tell you things they definitely shouldn't have - RUN HARD and withdraw, they'll treat you the same way.
Questions you can also ask:
What are going to be factors of success in this role, how do you track that (once they answer that - if they don't know or just parrot back the job ad, then def ask the metrics/measurability part).
How long do they expect you to be training vs independently doing the role if its entry-mid level.
Any training available, either through shadowing or through software they use that you can be proactive and take?
Don't ask what they like about the company - ask what they like about their career trajectory or path at the company.
If they answer at all "its like a family here" - giant red flag. I'm HR and having a weird Aunt Connie as a colleague is a bad sign, but I push work/life balance and being able to go on vacation without checking email.
IF you're comfortable, another good thing to ask is when you're on PTO, do they expect you to answer emails and chats, if not whats the reply time expected when someone comes back? This one is tricky cuz you don't want to seem as if you'll be planning your next vacation while working but you do need to see if they have balance, or expect you to answer emails at 10pm.
Share your insight
Join an authentic community that helps women support each other at work. Share your professional experience or ask for advice — you can even post anonymously.
4 Comments
Join the conversation