Three Questions To Ask Your Prospective Employer

Good morning!

Your dream Company called for for an interview. You are so excited, you prepare, arrive early and put your best foot forward. But is that all you have to do?

Sometimes, employees can be overwhelmed and overjoyed at the prospect of a new job that they seem to forget that the interview process is as much their opportunity to ask questions and have a deeper knowledge of the Company.

Chocolate coated candies. Is something new and colorful always the best way to go?

I have a close friend, let’s call him Ben. The first time he told me he’s had 32 jobs, my jaw dropped. Literally. It’s like he started working since birth! He’s not old, let me tell you. He is very intelligent, very insightful, and very loyal among his many other great qualities. Any Company would be lucky to employ him. I’m not exaggerating any of these. He’s not a bad performer, not a bad person, but why so many Companies in a matter of about 13 years?

Ben’s previous Companies did not meet his basic requirements – great Company culture, actual nature of work that’s truly aligned to his interests and strengths and a friendly work environment. Once he got all these checked, he stayed. Luckily, he found all these in his current Company.

Ben is in us at one point or another. Yes, it happens but what can we do within our control to try and avoid being in the wrong place at the wrong time?

We can start by asking questions during the interview stage. This is not being proud or snub, simply being interested in your next “home”. Afterall, majority of your waking hours would be spent in the office. Right?

Here are my top three questions that interviewees should ask their prospective employers:

Why did they decide to hire externally?

This is especially true from middle levels and up. This gives you a glimpse of how serious they are when it comes to succession planning and employee development. All employees have a stake when it comes to development but it has to be in a supportive environment. This is what you want to find out.

What usually happens in the first 30-60-90 days of the employee’s tenure?

Onboarding is as important as the primary years in a child’s education. It sets the tone and builds the foundation. Does the Company have a solid onboarding plan? Are you expected to hit the ground running from day 1? Is it realistic? You can assess whether you are being set-up to succeed or otherwise.

What is the Company culture like?

There are many possible answers to this question. Here numbers can be your ally. What is the department’s attrition rate? What is their engagement index? How many people programs are in place? Gives you a good gauge of what you are (or not) getting yourself into.

Before anything else, remember to do research before going to the interview. You may want to look into their Company page, their stocks, their values, etc.

Be open before making a decision. Sometimes, a leap is the best choice, other times staying where you are is your best move.

Good luck!

Any experience like Ben’s? What did you do?

Like and follow Engagement Imperative for more on employee engagement and leadership.

Visit my parenting blog Purposeful Parenting Journey for inspiring parenting articles.

About Coach Emile Therese

Emile Therese is a Gallup Certified Strengths-Based Coach and Head of People&Culture. She is graduate of the University of Philippines in Diliman with a degree in Psychology, majoring in Developmental Psych. She is happily married and they are blessed with an amazing daughter. In her spare time, she loves engage in enlightening and heart-warming conversations and friends, read book (and people), write, crochet and travel (update: more of just a walk about these days) with her family. More about Emile.... She believes that values and character ought to be taught as early as possible and that these are key to community and nation building. This was also how she and her siblings were brought up by their two awesome parents! She is a Certified HR Professional who advocates employee engagement in its entirety. Emile believes that true employee engagement rests on the pillars of basic human needs and in ensuring that process and leadership basics are in place - the employee engagement imperatives. She hopes to contribute to making this world a better place for all of us now and the next generation. She loves sipping tea, conversations, reading and writing. The latter gave birth to two blogs - Purposeful Parenting Journey ( and Engagement Imperative (

1 Response

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

This site uses Akismet to reduce spam. Learn how your comment data is processed.