Determining An Employer’s Talent Management Philosophy: Turning the Tables On Some Good Questions

Kevin Wheeler, who has some interesting things to say about recruitment in ERE.net, had a nice article today geared toward companies, focusing on how they can determine their “employee philosophy” (I call it talent management philosophy, but that is a minor point).

I don’t think there is anything radically new about Kevin’s approach here, but his “10 questions” do help employers think through their employee philosophy, and they provide a very thoughtful approach for companies who want to develop their recruitment branding.

If you turn the tables on his “10 questions,” they can also provide some solid questions for applicants to ask potential employers, to learn about the company’s philosophy.

Some of his 10 questions may sound a bit brash if you are a job candidate, but I think the following questions are good ones for applicants to ask in an interview:

What are the personality styles, traits, and habits of those who get promoted or seem to be the most highly regarded in your organization?

If an employee was asked what adjective most accurately described the best employees’ personalities, what word would he or she choose?

If a customer was asked to describe the culture of your organization, what would he or she say?

Who is considered the most valuable employee in your organization? What distinctive traits or characteristics does he or she have?

How do major decisions get made? Are they made by consensus, a majority viewpoint, or by a single person?

What do you expect a good employee to have as general career aspirations?

What does an employee have to do/demonstrate in order to be considered for a promotion?

Read Kevin Wheeler’s article on 10 tough questions that employers should be asking. themselves.

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