You’ve landed the interview. Getting your foot in the door has taken work and perseverance. While you may be the one getting interviewed, to get the most out of your interview, it’s important to come armed with questions of your own. Remember that an interview is a two-way street, and most hiring managers would love to answer ALL your questions.
It’s your job to ask smart questions to make sure this potential position is an ideal fit. Of course you’ll want to find out about day-to-day job responsibilities, the company’s culture, and what healthcare and retirement benefits you would have.
One topic not to overlook is opportunity for professional development. How does this company support career growth for its employees? It’s a topic that both sides—employee and employer—should care deeply about.
Investing in Employees’ Learning and Development Makes Good Business Sense
A recent study by Price Waterhouse Cooper found that 35% of millennials consider comprehensive training and development programs as the top benefit they would want from a company. Not money, not benefits—training and development. The opportunity to grow.
At the same time, companies can see financial and productivity boosts from investing time and money in its employees. According to HR Magazine, companies that invest $1,500 on training per employee can see an average of 24% more profit than companies who invest less. On the productivity side, The National Center on the Education Quality of the Workforce commissioned a study of more than 3,100 U.S. workplaces and found that a 10% increase in educational development produced an 8.6% gain in productivity.
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Smart employers provide comprehensive onboarding training to give new hires the skills and knowledge needed to get up to speed quickly, perform job functions correctly, and ultimately, be more confident and successful. Ongoing professional development is important to help employees get ready to move to the next level. It can also prepare employees for changes in technology and market demands that may alter how work is performed. Specialty training ensures that employees can compete with current and future requirements.
Questions Job Seekers Can Ask
As you prepare for your interview, consider asking questions like these to learn how a company will help you successfully perform your job at the start and then, grow your career from there:
What is the onboarding process like for a new hire?
You want to feel as though you won’t be thrown into your role without adequate direction. With the right initial training, you can feel productive from the beginning.
What do future career opportunities look like for someone who starts in this position?
In some organizations, career growth may be limited to a specific path, but in others, the next step could depend on the employee’s interests, skills, drive, and willingness to seek out opportunities.
Are career planning and growth part of the performance appraisal conversations between employees and managers?
Goal-setting and guidance along the way is one step toward a successful career. Managers can help you manage your career by having candid conversations about your performance, helping you set achievable goals and connecting you with opportunities to grow professionally.
What professional development opportunities are available?
Seminars, workshops, and webinars are all opportune ways to gain valuable training. Based on a report from LinkedIn, 94% of employees are more likely to stay with a company if they know it offers learning opportunities.
Are certifications or licenses needed for future job opportunities and will the employer help you get that training?
Great for real-life, hands-on experience and possible future advancements.
Does the company cover continued education?
Some companies are willing to invest in their employees by offering tuition reimbursement for course-related studies or degrees.
You’re looking for the right job. Make sure the fit is right by asking questions about what training is available to help you perform your best both now and for the long term.
