
A job interview, rather than a one sided interrogation, should be a respectful two way conversation to determine if the candidate is a good fit for a specific role. Another aspect of that conversation is that the candidate has a right to determine if that role and that organization is a good fit for them.
We all know most people quit bad bosses more than quitting the job itself. So, in my view it’s incumbent on any job seeker to determine if the hiring manager is someone that they can respect and learn from and be supported by. I always recommend asking, “How would your direct reports describe your leadership style?” Notice I didn’t use the term “management style”. Since you manage things and you lead people I would be much more interested in the latter. Is he/she a strong right brain sensing and intuitive “people” person? Or a left brain logical thinker and “the numbers don’t lie” person? One might also ask that person, "What attributes do you most value in a person you hire?" Hopefully they'll include terms like "honest feedback" and "a willingness to try new approaches", both indicate he/she likely isn't a "My way or the highway!" tyrant :(
And if you're deep in the interview process I feel it's OK to ask "May I talk with some of you team members?" If you get push back, that's a red flag IMO. Lastly, if you do get an offer it would be wise to check in with members of your network to learn if any of them ever worked with or for the hiring manager. It is also informative to read reviews of that organization. Are the bulk of the reviews positive with regard to the culture there? Or are there an alarming number of horror stories about how managers treat people at that company? Forewarned is forearmed.
Frank Manfre
Job Search Sherpa
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