5 Questions to Ask in an Interview as a Working Parent
We are in an interesting moment in the world of work.
Let's review...
We are recovering from a significant global event that rapidly transformed the way we work. Overnight, many employees were introduced to remote work and newfound flexibility they had never experienced before. This shift had a profound impact, particularly on working parents who gained extra hours by eliminating their daily commutes and embraced a healthier work-life balance.
However, the recent trend towards increased flexibility is now showing signs of backsliding as more organizations strive to regain control. Companies such as Amazon, Google, Meta, and Salesforce are mandating that employees return to the office at least three days a week. Simultaneously, certain industries (including the companies mentioned above) are experiencing substantial layoffs, and even seemingly stable companies are experiencing upheavals.
And many working parents are left questioning whether they will revert to the old ways of working or seek new opportunities that genuinely support the work-life balance they have come to appreciate.
If you are a working parent who has decided to prioritize flexibility and a family-friendly environment by moving on from your current situation, this article is for you.
After all, the last thing you want is to end up in a situation similar to where you began—working for a company that does not value your work-life balance or recognize your role as a working parent.
How can you really assess an organization's culture during the interview process? They all talk a good game, right?
No need to worry! I've got you covered.
Here are five questions you can ask during the interview process to evaluate whether the company has a working parent-friendly culture.
(Note: These questions are most appropriate to ask during a second or third-round interview after you have already determined your interest in the job and the company.)
What are the typical or expected working hours for high-performing employees? What does flexibility look like here?
I came from the world of consulting, where a question like this would have been revealing. The standard expectation was to bill around 40 hours per week, but that figure did not account for additional hours spent on administrative tasks or internal projects. To advance in your career, you often had to take on extra projects, which meant that 40 hours could quickly escalate to 50 or more.
Ask the interviewer how frequently they find themselves working beyond the expected hours. If they hold a leadership position, inquire about how often they have requested their team members to work beyond the expected hours. How is overtime or additional work managed and perceived by the organization's leaders? What is the typical weekly workload in terms of hours for all expected tasks? Are there specific hours when employees are expected to be "available"?
2. Request to review the benefits package earlier in the interview process than you normally would.
Traditionally, it was considered taboo to inquire about benefits or salary until after receiving a job offer. However, a company's benefits package can reveal a great deal about its culture, particularly with regard to benefits designed for families. How much parental leave is offered? Are there equal policies for all parents or just for birth moms? Does the company provide adoption benefits, bereavement policies, or backup childcare? Even if you don't plan to utilize these benefits, what the company offers can tell you a lot.
3. Can you share a recent experience of taking a vacation? How did your manager or team support you in taking that time off?
It is reasonable to inquire whether the interviewer feels encouraged or discouraged to take time off. Ask about a time when they were planning to take paid time off (PTO) and how their manager or team members supported them in disconnecting from work. Have they ever been asked to work while on PTO?
A word of caution: be mindful of companies with "Unlimited PTO" policies. Although this policy is gaining popularity as it is easier for organizations to administer, research indicates that employees actually take fewer days off when given unlimited PTO options compared to having a set number of days off (an average of 17 days compared to 10 days, according to Forbes). This does not mean that an unlimited PTO policy is inherently bad, but it does require you to establish and enforce your own boundaries.
4. How does the organization support working parents?
Ideally, the interviewer will provide a robust answer that includes flexible work arrangements, policies tailored to support working parents, and encouragement for employees to openly embrace their role as parents. Beware if the interviewer appears clueless or unresponsive. If that’s the case, run. (I jest, but only kind of…)
What Employee Resource Groups (ERGs) exist for caregivers or working parents? How actively engaged are employees in these groups? Are there visible examples of working parents in leadership positions? How does the organization support parents returning from parental leave? If you are not interviewing with anyone who is a working parent, ask if there is a current employee who fits that description and with whom you could have a conversation.
5. [Create your own question]
If you are contemplating leaving your current organization because it lacks a culture that supports flexibility for working parents, what factors contribute to your perception? Tailor the questions you ask based on your own experiences. For instance, consider asking about how it is viewed when employees leave work early for school pick-ups or soccer games. How often do fathers take advantage of their full parental leave benefits? Are work events typically scheduled outside of regular working hours? Do meetings frequently begin at 8 AM and extend late into the day? There are countless questions you could ask, but only you know what truly matters to you.
Don't hesitate to ask.
In my opinion, interviews are an opportunity for you to assess whether the company is a good fit for you, just as much as the company is evaluating you. Some might advise you to downplay the fact that you are a parent or have young children. Others might suggest avoiding questions about benefits or working hours out of concern that it might convey a lack of commitment or a reluctance to be a team player. Personally, I believe that if those are the assumptions being made, then that company is probably not the right culture. It's better to discover this during the interview process rather than after accepting a job offer.
I love helping my clients navigate career transitions, especially when that transition better aligns with their values and their authentic selves. If you’d like to see how I can support your career transition and get the job that TRULY works for you, let’s chat.