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@careersherpa I think that's fair. I wouldn't ask the HR person or non-hiring manager in the first round. It's really one for the decision maker. If you've been humble and respectful in your dialogue, the question shouldn't raise any flags. When doing exit interviews of people that left sooner than expected, they've spoken a lot about limited developmental opportunities or wishing they knew more about the expectations of the role long term before they took the job.
2 years, 1 month ago on Interview Questions YOU Can Ask
Awesome list of questions. Will be sharing this article with anybody looking for questions to ask that'll set them apart. I see variations of my favorites on here. I like using some form of this one:
- Based on your knowledge, what's been the typical tenure for this role? What have people in this role went on to do afterward? OR Where do you see the person in this role in 2-3 years?
I like understanding how a company/manager thinks about succession planning and staff development. I've seen too many people start new jobs then end up feeling stuck within a year. This questions usually starts a discussion on that.
If the average duration of the role is something like two years, that can lead to some additional questions about the future that'll get the interviewer thinking and keep them thinking beyond the interview. Also a good way to show them you're thinking long term without saying "I'm thinking long term."