Top 10 Questions You Should Ask Potential Employers When Looking For A New Job


Marketing Manager

There are many questions that go through your mind when searching for a new job.  Of course things like pay and benefits are common questions to ask, however, job seekers also spend a lot of time preparing for interviews.  Interviews provide employers a way to assess who may be the best person for the job … but on the flipside … it is equally important to take the time to interview your potential employers.

Interviewing potential employers helps ensure you are making the best choice while understanding the pros and cons of each opportunity.  Learning as much as you can before accepting an offer and asking the ten questions below, will help you rate each employer and aid in your decision making process.

  1. What is the employer’s employee satisfaction rate? This will confirm whether the employer takes time to ask for input from their workforce and assesses the satisfaction level of their employees.  It is also a good idea to ask how often the employer evaluates employee satisfaction to ensure this is done routinely (quarterly, annually, every five years, etc.).
  2. What career paths are available for those looking for growth and advancement? This will help you understand whether the employer is invested in their workforce and committed to employee success and longevity with the company.
  3. Can you describe the company’s work culture?  This will help you understand what the everyday work environment is like.  It isn’t a bad idea to request permission to speak to one or two current employees to learn more about the culture and how it is viewed by the employees. If the company will not allow you to make contact with current employees, this may be a red flag.
  4. What security measures are in place for work related equipment and I.T. connections in order to ensure compliance with HIPAA/HITECH and the Final Omnibus Rule? This will help you verify whether appropriate security measures and safeguards are in place and confirm whether data security is a top priority for the employer.
  5. What types of training and support are available to employees? This will clarify if the employer is organizationally structured in a way to train and support employees at all levels of employment whether entry level, manager level, director level, etc.
  6. Are continuing education opportunities provided to employees? This will confirm whether the employer supports and recognizes the importance of ongoing education and credentials maintenance.
  7. Will I be hired as an employee or independent contractor? 1099 contractors do not receive benefits (i.e. paid time off, holiday pay, insurance, retirement, etc.) and are responsible for paying all taxes (self employment, state and federal) which significantly impacts net pay.  Don’t be fooled by an employer that offers a higher hourly rate but only hires independent contractors.  Independent contractors are also not covered by workers comp insurance, general liability insurance, errors and omissions insurance, cyber insurance, unemployment insurance, etc. Be careful! If an offer seems too good to be true … it probably is.
  8. Do you have an employee recognition or appreciation program? This will validate whether the employer appreciates, values and respects its workforce and takes the time to show them.
  9. What do you believe sets you apart from your competitors? This will confirm whether additional benefits or perks are available that differ from competitors and also reinforces whether this company is a good fit for you.
  10. What percentage of the workforce reaches an anniversary milestone with the company that is 5 years or greater? This will help validate all of the answers provided to the above questions.  If the majority of the workforce has achieved longevity with the company, there must be valid reasons why they stay.
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