The question most job candidates forget to ask

It seems we are still looking for that perfect role. In any other era of economic uncertainty, the focus would be to keep our job and not look elsewhere. In the Global Financial Crisis and even the 90's recession, we stayed put, appeasing our employers in every way to ensure our employment was safeguarded.

But these are not any other times. The pandemic assured us of that, opening our eyes to workers' rights and the new working world. Additionally, rising costs of living and record inflation levels provide a legitimate invitation to look elsewhere.

As for the global skills shortage, it is the perfect suit, attiring us with the ease to fit in anywhere.

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Just because you can, doesn't mean you should. The abundance of job opportunities doesn't make it a smart decision to change jobs, and the perceived luxury of choice, paradoxically adds to the complexity.

Even when you think you have made the right determination, fed by the flirtation of other options, the seed of doubt still nags at us.

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A study on job mobility in 2022 found, more than 40 percent who quit their jobs felt they were better off in their previous jobs and around 20 percent returned to their previous roles. Don't be a job mobility statistic! Instead, ask worthy interview questions.

As an experienced recruiter, here are five questions to ask.

1. Is there job security?

When were redundancies last made, and how many people were impacted? Look for valid reasoning versus short-term decision-making. Consider if the situation is likely to arise again soon. For example, if funding is an issue, is that on the horizon in six months time?

Look to the board, chair, and senior leadership team for quality appointments and stability. What of the industry? Is it volatile, or is the revenue stream assured and secure? Has the share price had any significant fluctuations, and what of the recent press releases? Use all indicators in making an informed decision.

2. Is there a skills gap?

If the position has been vacant for an extended time, this could mean a compromise in skills required for the role. Also representing a significant career and learning opportunity! But be aware, the employers reconciliation of skills may not be aligned with the reality of the expected job performance.

The skills compromise must also extend to the time required to come up to speed. Understanding this assists both parties in exploring timelines, training, and support required. The skills gap is new territory for both employers and employees. Responsibility sits with you as well to invest in the role to ensure success.

3. What is expected of you?

Every working environment is asking more from their employees. It's today's workplace reality. To uncover the impact on you, ask about any headcount issues in your team. How many of the team are new hires? Even new hires, matching full job competency take time to come up to speed.

When was the job description (JD) last updated? Marry the JD with what has been discussed at the interview and the job advertisement. Look for gaps and discrepancies. Why is the incumbent leaving, and how long were they in the role? Don't be put off by workloads or turnover in the position. It can still represent a good opportunity. You just need to know the facts to make the right call.

4. Can you be you?

I'm referring to that all-important fit and culture. Don't let anyone cajole you, including yourself, into thinking it's not important. Part of the culture refers to your new boss and colleagues. Ask your future boss what the must-lived values are. Then ask for examples that showcase these. What do your boss and colleagues like about their job and the organisation?

Authenticity is key, not token statements. If they love their job, which is never hidden, the higher the chances of positive and passionate people surrounding you.

5. Ask about them

It's always good to show interest in others. Importantly though, it provides insight into who you will be working with, their interests, values and perspectives. You will quickly gauge connection, relatedness and shared values. If it is your boss, ask how they like to work, even their hours, communication style and the deal breakers.

Perhaps the most pertinent question isn't at the interview but the question you ask yourself. Why are you looking to change jobs? Any impulse decision must be accompanied by internal stimulation and not only by outer novelty. Clarity and honesty with oneself before embarking on such significant life-changing moves assist with smart decisions.

Roxanne Calder, author of Employable – 7 Attributes to Assuring Your Working Future, is the founder and managing director of EST10 – one of Sydney' most successful administration recruitment agencies. Roxanne is passionate about uncovering people's potential and watching their careers soar.

For more information on how Roxanne can assist you in your career visit www.est10.com.au.

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