It’s a distinct trait of the millennial generation in the workforce—never stay anywhere for too long and always keep your LinkedIn status set to searching. Changes in business structures along with millennial values have shifted the approach to building a career. With less company loyalty, a higher value placed on freedom, and a demand for immediate gratification, employees are searching for different benefits and bouncing from job to job more than ever.
The latest generation is missing a career they value. With short stints at different companies, feeling no allegiance to any, it’s easy to feel like the experience isn’t building into a career. And they’re not wrong. Lower-level positions are getting less training and attention upfront because companies don’t want to sink money and time into someone who is going to leave. It’s a bit of a “you get what you give” situation.
If you’re tired of this and you feel like you’re ready to find a career with a company that believes in uplifting their employees, here are some questions to ask at your next interview. They will help you distinguish whether or not the company cares about long-term, mutual success.
- When you imagine success in this role 6 months from now what does it look like?
This will help you set your sights on immediate success. In 6 months when you accomplish their goals they will see you are intentional about your work with them.
- What is an upward path you see for this role?
This will give you an idea of what you can expect long term. If they don’t have an answer ready for you, it may mean they haven’t planned for your role to be a long term position.
- What is the timeline for this upward path?
This will allow you to hold them accountable and it will give you markers for goal setting.
- What kind of training is offered for this role?
Nothing feels worse than being ill-trained for the role you’re in. If you don’t have the tools to do the job well you will burn out quickly and want to move on. Make sure they are setting you up for success with the right tools and proper training.
- What kind of training is offered to build management and leadership skills?
This is an important question that will show you whether or not they nurture their employees and promote personal growth. Starting at the bottom, you’ll want to be sure you have the ability to grow into a more fulfilling and rewarding position.
- Do you prioritize moving employees up rather than external hires?
Many companies will look externally when hiring for management and leadership. They get stuck in the way it’s always been and see their employees in the roles they’ve always performed. A company that prioritizes internal upward mobility will dedicate resources to ensuring their employees are capable of growing into a larger role.
- Will my benefits compound the longer I stay with the company?
The answer to this question will show you how much they value your dedication to the company. The more you give, the more they should give.
- What is the company’s 5 year vision for growth?
When you’re dealing with smaller companies, sometimes they’re so worried about the day to day they don’t actually have a 5 year plan. If that’s the case, it’s safe to assume they don’t have a 5 year plan for your role either.
Ask these 8 questions at your next interview if you’re tired of hopping from job to job and want to settle down, gain some knowledge and mastery, and commit to one company.
