Top 5 questions to ask a recruiter in the Netherlands
- The atmosphere at work
Wrong question about the atmosphere at work is a direct and open one. It allows the recruiter to give you facts that are well received by the candidate. So avoid questions like: "Is the atmosphere at work nice?", "Are your colleagues nice to each other?" The answer to those questions will only be affirmative. You don’t expect the recruiter to tell you that he allows mobbing and that last year three employees had heart attack.
An indicator of whether the company provides good working conditions is the fact that co-workers meet outside of work, that they want to work in teams or that employees like each other. It is worth to ask the recruiter about how they celebrate the success of the company and if they praise the teamwork. At the interview you can ask your future boss to tell you something about the team you will work with. The way he talks about them and how much he knows will prove whether the company offers a warm and friendly atmosphere. - Bonuses
Inaccurate questions about the bonuses are general questions that don’t specify the requirements. For example: "Has the company a bonus scheme?", "Can I count on a bonus?" In the course of work you may find out that only "boss’s pets" get bonuses or that the rules for granting are so vague that the employee has no idea what to do to get a bonus. How to ask about bonuses?
The question of bonuses must take into account statutory bonuses, that is, those which are described in the company's work rules and policies. If an employer finds out that the company grants only discretionary bonuses, the candidate should ask about the requirements, the frequency and percentage in relation to remuneration. This distinction between statutory and discretionary bonuses is a key to the knowledge of the principles for granting bonus. Therefore, the questions should be: "Does the company grants statutory bonuses? What is the relation to remuneration - Rotation
Frequent rotation in the company is an indicator that something is going wrong. Perhaps the atmosphere is bad or employees do not have a chance to develop their skills. The question of the rotation is not easy – it may arouse vigilance of the recruiter. You will not get a true answer if you ask this question with a high level of generality – for example: "How frequent is the rotation?" You will probably hear that it does not happen very often.
A good question includes specific information: "How many people left the company last year?", "What is the average length of employment?" Comparing that data to the number of employees throughout the company can indicate the frequency of the rotation. If 5 employees left the company, and the whole company has 20 employees, means that there is a problem in the organization. To find out more you may ask: "For what reasons employees left the company?" Keep in mind that the low rotation also provides a positive atmosphere in the company. - Training
Many companies provide the opportunity for employee development. One of them is training. Wrong question about training will be a question that does not clarify the areas of training. For example, “Do you send employees to training?”Such question is usually answered in the affirmative way, and what we don’t know is that the training may be organized internally and relates only to procedures.
Well asked question includes: training budget (if it exists, and if not, how much money is allocated for training of employees), how often employees participate in the training and what specific certificates you can obtain. - Career path
Companies do not always opt for internal recruitment, therefore, you may ask your employer: "Are there people who were promoted to higher positions and what were these positions?", "Does the company use internal recruitment and what is the procedure?"Such questions are forcing the recruiter to give you a specific answer. If the company does not appreciate and encourage the talent, the structure is flat and does not allow for the development. The interviewer, therefore, will not be able to answer any of these questions.
Good questions about professional development opportunities should define what your career path might be within the company. If after the interview you get a sense that your development is limited to the position you apply for, it will be easier for you to decide whether to accept or refuse the offer.
It is smart to prepare the questions before you meet the recruiter in the Netherlands and remember to have some back-up questions. If you listen carefully you get the answer to most of your questions during the interview. Other important issues need to be addressed and defined more precisely because you don’t want to start working in a company that does not meet your expectations and hinder your growth.
By Magda Klima copywrite Together abroad