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Also: "how do you manage employee performance evaluations? What is the career advancement process like?" (if someone's got a better way to determine if a pla
by cduzz 4y ago
Also:
"how do you manage employee performance evaluations? What is the career advancement process like?" (if someone's got a better way to determine if a place does stack ranking without directly asking I'd love to hear it)....
- jen20 4y agoWhy not ask directly?
- blowski 4y agoBecause a company says “we don’t do stock ranking, we do le rank du staq” or some fabulous name they’ve given to the same crap.
- jen20 4y agoRight, but that’s a great indicator of a company that is going to have plenty of other bullshit, and can lead to follow up questions to see how they disguise it?
- matwood 4y agoYep. It's like when a company says the max bonus you can give a team member is 15%, but the pool is 5% of total salaries on the team.
- paulcole 4y ago"Tell me what led to the most recent time you fired someone in a role like this." A big red flag is anyone who's never fired someone or never had a bad fit. The key to me is the follow-ups you ask: • If you've never fired someone, what was the closest you've come? What was the outcome of that situation? Did they quit or did they improve? Why'd you wait for them to quit instead of addressing the issue directly? What made them improve? • If it was a performance issue, how did you know they were underperforming? What steps did you take to help them improve? • If it was a culture problem, why did it get missed in the hiring process? If they were initially a good culture fit, what changed? • How do you identify low performers? Objectively? Subjectively? A mix of the 2. The caveats are if a) you really really want this job or b) you really really need this job. In those cases, you should only be asking questions that you think make you look good to the hiring team.
- moonchrome 4y agoI mean I dislike bullshit rankings and metrics as much as the next guy - but if someone asked me these questions I would just pass on the candidate - a person covering his ass about being a bottom performer, from the interview, is not really someone I would be thrilled hiring. At least OP phrased it as career progression question.
- rockostrich 4y agoI don't know. I think they're useful questions for a top tier performer to ask to make sure they're not joining a shitshow where they have to clean up after people who have been underperforming for a year and haven't been given any feedback.
- paulcole 4y agoYeah, I'm not a top performer but I use those types of questions for a similar reason. Also any interviewer who's put off by those questions signals to me a company culture that I'm not particularly interested in. Additionally, I really enjoy flipping the script and interviewing the interviewer whenever possible. Of course, if I was desperate for any job, I'd do what it took to get hired, not to satisfy my curiosity and find the right job.
- deleted 4y ago[deleted]
- paulcole 4y agoIf you think these are questions a low performer would ask to see what they can get away with, just ask them if that's the case.
- bradlys 4y agoYou can be a top performer and still be fired for various reasons. The cultural questions and things related to firings are very important. I’ve seen quite a few eng fired for non-performance reasons and entirely due to culture. Firings for performance are something I’ve rarely seen.
- ricardobayes 4y agoWell, in a startup, honestly, if you don't get fired you're doing good. I have seen zero early-stage startups that did evaluations or a career path. Many said they did but they really didn't.