Growth: Not an interview Taboo

It has been said many times that interviewing is a two-way street. Many candidates have buyers remorse because they don’t have the opportunity to get all of their questions asked during the interview process. The current interview structure is heavily skewed toward the organization having the position to ask more questions and gather data about candidates than vice versa. Leaving candidates to drive on a street that often has an abrupt end. Here are a few questions and potential answers for candidates to ask employers as it relates to growth.

When being interviewed by your prospective leader.

Q: What programs do you have in place to aid in the professional growth of your team?

A: Common programs include tuition assistance, certification training/reimbursement and mentorship programs. These should be expected. Answers including custom programs, or team/level specific programs are most ideal. This shows the organization has put thought into employee growth & development and have created custom plans.Q: How do you assess if someone is experiencing growth in this role?

A: This answer should have data and tangible evidence. We are looking for stories about employees naturally impacting their team and/or organization, or stories about employees taking on bigger challenges. Employees being able to “do more” or “catch on faster” or “learn our product” is a less than desirable answer.

Q: Can you tell me a story of someone who experienced professional growth on your team?

A: This will most likely catch your interviewer off guard, give them time and space to think. We are looking for leadership to tell a story about someone other than themselves. Bonus points if their story is about the person you are backfilling because they were promoted or transferred internally to gain more skills.

Q: What are potential barriers to growth this position may face, what are some natural areas of growth this position offers?

A: We are looking for honesty from this question. Any barrier given means the interviewer is honest about their company not being perfect. Natural areas of growth include certifications needed to be obtained, deep product knowledge that is sought after in the market, ability to lead or make decisions if you have not done so in the past.

When being interviewed by a peer.

Q: How have you experienced growth in your position?

A: This is a softball answer. Use your personal judgement to assess if their answer is sufficient for you. It is a red flag if your potential peer cannot tell you how they have grown in their role unless they are new to the org/industry.

Q: Have you been provided a growth plan? If not, how is your growth assessed?

A: We wish this answer would always be yes, but our surveys show only 34% of candidates have been presented with a growth plan from their company. Growth can be assessed via 1:1 meetings and reviews but often take a back seat to deliverables and results.

Q: As a peer, how would you like to see the person who accepts this position grow over the course of 3/6/12 months?

A: The answer to this question will garner a myriad of answers. The answers will often highlight an area of deficiency on the team.

These questions should give you data, stories, and answers to future plans about how the company aids in the growth of their employees to help you assess if they are the best company for you. Each question does not have to be asked to each interviewer. Plan your questions based on the interviewer’s role and tenure.

Happy Interviewing!