A recent JobSage survey found that seven out of ten job seekers keep the important questions to themselves during an interview. It is said that women don’t ask important questions during the interview process and that hiring managers don’t want to hear those questions.
As we celebrate women from all walks of life, we believe it’s so important to continue to break down the barriers that keep women from being the best they can be.
And of course, often it’s the gender bias that keeps them from achieving their goals, especially in workplace dynamics. But before we even get into workplace dynamics, the bias seems to start at the interview stage.
Recent research has revealed that the very questions women want to ask in the interview are the same questions hiring managers don’t want to hear…seriously now!
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It can be daunting to be open in an interview, with all the judgment fearing eyes on you. Especially in the current state of the job market with everything so competitive and the need to find a job so integral.
But it seems that according to “a recent survey by JobSage, seven out of 10 potential employees keep the important questions to themselves during job interviews, with the No. 1 being ‘How many hours are we actually expected to work a week?’
Other general questions revolve around compensation and promotions, which hiring managers interviewed said they answered perfectly.” (BizJournals)
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Here’s the awkward, question a lot of women really want to ask is about company culture and workplace harassment/discrimination.
It’s only natural that they want to ask these questions, given that a move to a new business is twofold. And sometimes, desperation to get the job leads candidates to overlook these important conditions by making them believe that it is only their job to impress the hiring manager and not the other way around.
Unfortunately, these questions are said to make hiring managers uncomfortable and this sometimes leads to candidates being penalized for asking the question.
The founder of an online executive search firm, Marc Cenedella, shared that it may not be about what is said, but how it comes across.
So maybe it’s more about asking the question in a less intrusive or uncomfortable way. He gave good examples.
“Make it a comparative that allows the hiring manager to shine a light on their company,” he said. “Try rephrasing it like, ‘Look, there’s office politics everywhere. How do you see politics here compared to other companies you’ve ‘worked at?'” (BizJournal)
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