New Year, New Job

Resolved to get a new job? Here’s what to ask.

By: Lisa Latronico

A new year signals fresh beginnings and, for many of you, finding a new job may be at the top of your list of resolutions. Even if your desire to change jobs is driven by wanting a higher salary or greater responsibilities, don’t overlook whether a potential employer’s company culture is a good match.

The interview process isn’t just an opportunity for the employer to judge your experience and your ability to think on your feet, it’s also your chance to ask about what’s important to you and evaluate how the employer measures up. An effective interview – on both sides of the table – sets the stage for a successful, happy career with the company.

To make the most of your next interview, the following are questions you should ask and why they’re important.

Culture comes from the top

If the interview doesn’t address company culture, run! To glean facts about culture, ask about the leadership style of company executives. Remember, leadership establishes company culture, and they define the entire feeling and belief system within that company. If an interviewer cannot effectively convey leadership style, the company culture may not be thriving or articulated properly.

Show you did your research

Get familiar with the organization prior to your interview and come up with some questions that can’t be answered with a cursory review of the employer’s website. Questions pertaining to market diversity and future growth show you’re drilling deep and thinking ahead.

Now for your turn: For superintendent positions, come prepared for questions about your specialty area and how your particular qualifications line up with the job description. If you’re trying to move into a new specialty, or into a new managerial role you haven’t had before, think about answering the inevitable questions about how you’re up to the challenge.

Ask about advancement and training

Many contractors have general superintendents – and you may find this role can hit a glass ceiling. Questions surrounding career path and continuing education are critical. Their answers will show the company’s level of commitment to their employees’ futures.

In addition, ask about networking opportunities. Companies who support these initiatives typically support employee growth and development. It’s not too soon to bring up the on-boarding process for new hires. Anything short of a week should be cause for concern.

Learn the chain of command

Relationships with your managers and reports can make or break your experience at your new job. You’ll want to know about how you’ll fit into the reporting structure, so these questions should be on your list:

• Who will I report to – and what is their management style?
• What is my level of interaction with upper management?
• Will I have an opportunity to mentor entry-level employees? This shows the interviewer you’re a team player and want to share knowledge and develop the next wave of talent.

If there’s an opportunity for a peer interview with an employee newer to the organization, on the same potential team or from a similar background (union, college educated, same market, etc.), take advantage of the chance to ask them about how things work from your shared perspective.

Get a feel for the team

A big part of workplace culture is how much every employee feels like they’re part of a team – one that’s working together toward shared goals. Probe the team approach within the organization, and what the company does in support of team dynamics and collaboration efforts.

Find out if employees feel connected and appreciated through questions surrounding company-wide communications—such as field integration. Find out if that’s important to your potential employer by asking how messages are cascaded and whether there’s an opportunity for idea sharing to help continuously improve communication efforts.

Never make a decision to join a firm after meeting only one person. A good interview process involves multiple people and interviews. A theme should be apparent, and all interviewers should be consistent in their messaging. If you’re getting contradicting information, that’s reason for pause.

Glean the tech lay of the land

Ask something specific like, “What kinds of technology do you use for scheduling?” This question validates whether an organization invests in technology or is stuck in a world of paper and red tape. Plus, it shows that you’re open to systems and disrupting outdated practices.

What makes this company unique?

You want to know what sets your potential employer apart from its competition – particularly if you’re taking a risk by leaving a company that is well established, moving locations or accepting more responsibility. This question gives the interviewer an opportunity to flex their core-value muscles. Be wary if they deflect by criticizing their competition instead of focusing on their strengths.

Final question – get personal

Finally, every candidate should ask why the interviewer enjoys working for their organization. This is by far the most honest and candid information you will garner from an interview because it’s personal and unique to that individual. Candidates should look for authentic answers that show warmth and conviction.

With these questions at the ready, you’ll not only show potential employers that you’re engaged and the right person for the role, but you’ll learn whether the role and company are right for you.

Lisa Latronico  is vice president and partner, People and Culture, with Skender Construction.