Brianna Doe possesses extensive experience in both hiring and hiring processes. With nearly ten years in marketing, she began conducting interviews for hiring purposes seven years ago. Now, as the founder of Verbatim, her agency, she is preparing to hire her first full-time staff members.
From personal experience, Doe understands that not all interview questions are effective. Reflecting on her job search, she acknowledges that she didn't always ask the most insightful questions to help herself and the employer understand her goals and expectations.
Doe notes that assessing company culture is crucial for many workers. She finds that responses to this question can often be vague or generic, like "We have a great culture" or "We focus on collaboration." Doe warns against accepting such answers without deeper exploration, as they may not provide meaningful insights into the workplace environment.
Doe once accepted a job offer without fully understanding the company culture beforehand. Reflecting on that situation, she realized the importance of defining her priorities regarding company culture and asking specific questions during interviews to ensure she gets the answers she needs.
Here are the three alternative questions that can be posed during a job interview to gain a clearer understanding of a company's culture, Doe shared with CNBC Make It:
Ask About The Themes Highest Performers Share in Common
Doe considers this her top question for job interviews because it kills two birds with one stone. It allows candidates to understand what qualities are valued for success within the company while also gaining insight into the interviewer's perspective on thriving in the organization.
Doe also notes that this question helps her gauge the priorities of the person she's interviewing, whether the hiring manager or a potential colleague. She emphasizes the importance of comparing whether the descriptions of high-performance match one's standards and expectations.
For instance, some individuals may characterize top performers as willing to work as many hours as necessary or prioritize their jobs above all else. However, a more resonant perspective would highlight that the highest achievers actively seek professional growth and are ready to contribute, irrespective of their job title.
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Ask About What The First 30 Days Would Look Like for The Person In Certain Roles
Early in her career, Doe worked for lean startups that lacked robust onboarding processes or structured onboarding experiences to assist her in adapting to new roles. She was expected to jump in and start delivering results without receiving basic information about the company or understanding how her role contributed to its main priorities.
Asking this particular question can provide insights into the support you'll receive to learn your role and the business, as well as the expectations from your hiring manager and team.
Ask About How Success Will Be Measured in The First 90 Days to A Year
Asking this question can give you insight into how ready your team is for your arrival, although what constitutes the"best" answer may vary depending on interpretation.
According to Doe, some teams clearly understand the role, its impact, and how success is measured. This clarity helps set clear expectations for the goals you'll need to achieve, potentially leading to a more successful start in the role.
Whether this is an exciting opportunity or a deal breaker depends on the individual's preferences and career goals.
As a job seeker, preferences vary regarding stepping into roles where they must navigate alongside the company's development. Specific individuals lean towards roles where they can evolve with the company's growth, whereas others prefer having clear success metrics right from the start.
It's generally important to note that the more prepared the team is for a new hire, the more beneficial it will be for both parties. Doe emphasizes that achieving success can be challenging without a clear definition.
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