Do you see kids in their photos? Even if they aren't their kids, seeing that someone is close enough to a friend’s kids to have a photo with them could be a good signifier of empathy toward parents.Are there vacation photos? More than once a year?.Are they frequently venting about work? Or posting statuses about working through weekends and holidays?.Make sure one of these people is your potential boss. You’re going to want to pick three tiers of people to check out: an executive, a manager, and an entry-level employee. Good old Google and social media offer a gold mine of personal information. Do Your Due Diligence-Or, Rather, Do Some Online Stalking Really strong signs of a family-friendly culture are on-site daycare facilities and a well-appointed pumping room for breastfeeding moms that looks comfortable and welcoming.ģ. Is it 7 PM and everyone’s still chugging away? Or, on the flipside, is it 7 PM and there are only a few stragglers left? If you want to be home by 6 PM every night, and the office vibe’s still going strong at 7:30, that doesn’t bode well. If possible, make your interview for early in the morning or later in the evening. If you’re not able to see much on your walk from the lobby to the conference room, you’re allowed to ask for an office tour during final round interviews.
Yes, even the most workaholic parents could tack up photos-but it’s still a good sign if being a parent is something to be proud of at the organization. When you’re in the office for your interview, look for family photos and kids’ artwork on your potential boss’ and colleagues’ desks.
How would you describe the culture? Or, to dig in even deeper: Is facetime important? Are vacations encouraged or frowned upon? Is there flexibility to work remotely? What are the typical hours?.Once you’ve got him on the phone, be sure to state upfront that you’re treating this conversation as confidential, then ask him to tell you about his experience. In order to get the most honest result, you want to try and talk with him in person or over the phone most people are (understandably) wary of criticizing an ex-employer in writing. I’m hoping for some insight into the culture from someone who can be totally candid because they’re no longer at the company. I’m interviewing right now with, and I’d love to hear about your experience there. Ask for an introduction, then reach out to see if the former employee would be willing to talk by phone for 15 minutes. Look through your LinkedIn connections and see if you know anyone who knows any former employees. So, how do you assess that during the interview process without making it sound like you’re already looking for excuses to leave the office early? You’re going to have to be stealthy. Spoiler alert: A big part of making it work is finding an organization that truly believes in work-life balance. While conducting interviews for my book, Here’s the Plan: Your Practical, Tactical Guide to Advancing Your Career During Pregnancy and Parenthood, countless women weighed in on making a career and family life fit together. Last, but not, least, even though you might not have children yet, it might be on your mind much more lately, and you want a manager who won’t mind when you have to leave early due to daycare problems. In addition, you’ll want a place that doesn’t think twice when you duck out earlier on Wednesdays to play kickball on your rec league.
But, you’ll also want to be able to ask your boss to work remotely for a week this summer so that you can join your family’s annual vacation. So, yes, you’ll work late one Friday night. However, that doesn’t negate this other fact: You deserve to work for a company that values your personal life, understands the importance of flexibility, and most of all believes spending time with your family matters. Fact: Occasionally working late, heading into the office on a Saturday, and going above and beyond your job description is par for the course when you care about advancing your career.
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