The questions that women want to ask at job interviews but don't?!
Hopefully this will be your sign this Women's Day to go forth and ask...
As we celebrate women from all paths of life, we think it is so important to continue breaking barriers that stop women from being the best they can be.
And of course, many of those times it is the gender biasness that stops them from their goals, most especially in the workplace dynamic. But before you even get into the workplace dynamic, the bias seems to start off at the interview stage...
Recent research has revealed that the very questions that women want to ask during the interview are the very same ones the hiring managers don't want to hear...Seriously now!
It can be daunting to be open in an interview, with all the judgement fearing eyes on you. Most especially in the current state of the job market with everything so competitive and the need to find employment so integral.
But it seems that according to a "recent survey by JobSage seven in 10 prospective employees keep important questions to themselves during job interviews, with the No. 1 being “How many hours are we actually expected to work per week?”
Other general questions revolve around compensation and promotions, which the hiring managers surveyed said they are fine answering." (BizJournals)
Here comes the awkwardness, the question that many women really want to ask has to do with the company culture and workplace harassment/discrimination.
It's only natural that they would want to ask these questions, considering making a move to a new company is two-fold. And sometimes the desperation to get the job inspires applicants to slide over these important conditions making them think it is only their job to impress the hiring manager and not vice versa.
Sadly these questions are said to make hiring managers uncomfortable and this sometimes leads to applicants being penalised for asking.
The founder of an online executive search firm, Marc Cenedella, shared that perhaps it is not about what is said but how it comes across.
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So perhaps it is more about posing the question in a less intrusive, or uncomfortable way. He gave some good examples.
"Make it a comparative that allows the hiring manager to put the spotlight on his company,” he said. “Try rephrasing it like ‘Listen, there’s office politics everywhere. How to you see the politics here compared to other companies in which you’ve worked?’" (BizJournal)
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