There's more to compensation than just a salary. Here's a set of things I like to find out from companies that offer me jobs.
- Does the company do results/profit sharing? Is there another kind of bonus structure? How are bonuses calculated and when are they handed out? As a new hire, have I missed the bonus cycle for this year?
- Do you offer a signing bonus? (Particularly important if I've missed the regular bonus cycle for the year.)
- Will you automatically re-evaluate my salary once I complete my degree? How much will it be bumped up?
- What types of benefits do you offer, and what is the employee contribution?
- How much vacation do I get? Sick leave? What about holidays? What about taking unpaid leave?
- Does the company pay tuition for employees that are still in school?
- How flexible is the company with hours? Can I work overtime some days to take another day off?
- Will I need to get a security clearance? Will a polygraph be required? How often?
- Does the company pay overtime? How many hours will I be expected to work each week for my base salary?
- Does the company offer training or classes to further my education? Will the company pay for me to earn certifications?
- Will I be expected to travel for business? How often? Where?
- Who will I be reporting to? Who will manage me, and who will handle my HR issues?
- What is my commitment to the position? Will I be able to apply for transfers within the company? After how long? What are my opportunities for advancement?
My personal favorite:
"Do you press charges?"
Wow... once upon a time I might have thought to ask such questions, but since the bottom fell out of the Houston IT sector (and since moving to Idaho) I'm more content to ask "Will I make at least $7.50 an hour?" and "Do I have to wear any funny hats for this particular position?"
Use caution as you explore these issues. Yes, compensation is more than a salary. However, a good company with good benifits will explain those benefits. Afterall, they do want you to join their team, right?
If you go in with the "When's my vaction and how much is my first bonus" mindset, a good HR person may just show you the door. I speak as an employer familiar with hiring.
An employer (at least a good one)is looking to establish a relationship of trust. A focus on compensation and benefits may indicate loyalty to self rather than the employer.
An open ended question would be more appropriate, as in;
Can you describe my compenstation package?
What opportunities are there for advancement?
These should not be the first questions out of your mouth. Think of it like dating. You wouldn't ask a girl on your first date "so, if we marry, will you abide by Paul's directives regarding submission?"
Instead, you will try to demonstrate a character that is conformed to Christ, while looking for for the same in her. As you explore that together, you will have a getter understanding of what her answer to the above question would be.
getter, better, wetter, what-etter.
Gaw is right. You have no leverage during a job interview. You are putting on a show for them. Nothing more.
The best way to protect yourself in considering a job offer is to research the company independently. Talk to current and former employees, especially the former ones. Gather gossip. The interview will never tell you what you really need to know: That Mr. X is a raging drunk, Mr. Y is in the middle of a divorce, and Mr. Z is going senile. That the company has just been hit with a big lawsuit. That the Company has very high employee turnover.
Actually, one can have leverage in a job interview, depending on how sought-after you are.
...having been on the hiring end before, and really wanting a particular person for a particular job.
In my experience, Gaw is on the right track. However, with me, there has always been more than two or three interviews with the same company to get the job. The stuff Micheal asks would usually be brought up in a follow up interview.
The first interveiw is mostly information gathering for both sides. There is a psychological factor here too. You both feel each other out through a question answer session. I feel the interview should work both ways, you should be able to ask such questions as Ben pointed out but maybe in a not so direct manner. You should be able to find out more about the company you want to work for before you find out it's another Enron or MCI.
However, if you go to work for a company that has government contracts, the information they divulge will probably be much more sparse.
Good Luck Michael.
I'm with meep, the approach depends on the situation of oneself and the company.
It took me over a year to find my current job, but to make ends meet I worked as a law clerk, which freed me up to take my time to search out and negotiate to some degree. If I had more experience I would of had more leverage in the interviews.
Check out the bathroom and lunch area. They don't have to be spotless, but you don't want to work for a company that respects its employees so little as to give them a biohazard bathroom.
If you can, find out the average or median longevity of employees in positions similar to yours. Getting accurate info can be tricky, as employers with poor retention either will lie or give misleading answers if they answer at all.
Will you be able to use any of your work at the employer for papers, school work, or CV for future job searches? If you'll need authorization, who authorizes it and how automatic is it and how long will it take?
Will you be able to do other paying work while working for this company? eg, writing articles for trade magazines. (Michael, I know you've been in an academic setting, where you often have to pay to be published. Here's news: in the commercial world, there are magazines that will pay you for your articles. Haha.)