- Quickdraw McLaw
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Dissatisfied with Flintstone & Associates’ ability to deliver on their promises of a large year-end bonus and raise, Wilma decided to apply for other jobs. She just received a call from Slaghoople & Slate who want her to come in for an interview next week. The HR person told her that the interview process will consist of Wilma meeting individually with three associates/junior partners, followed by one interview with either Mrs. Slaghoople or Mr. Slate. Wilma hasn’t been on an interview since she got out of law school and needs your advice on what kind of questions she should ask at the interview.
What do you think? What kind of questions are appropriate to ask a potential employer? What’s on your list of things to be sure to ask? Is it okay to ask the associates for more gory details or should you have the same line of questioning prepared for both associates and partners? Is there anything you shouldn’t ask?
Definitely ask the associates what the "real" billable number is (i.e. what do you have to bill to not only keep your job but to also get a raise and/or bonus). Also, if Wilma needs flexibility (ya know, to go home and make dinner for her caveman husband), ask the associates really how flexible the firm is for coming and going as she may need. Everywhere I have ever interviewed acts like they are flexible as long as you get your hours, but the reality is that if you are not in the office, most bosses think you are not working.
What if Wilma's interview is only with the male partners? How do you ask these real life questions?
11:44 – Read the fact pattern again.
11:44 here. I think these real life questions are important to ask, and I understood the fact pattern. I was just looking for suggestions on how to ask them if the interviewers do not seem quite as approachable as associates or even junior partners.
I think that these types of questions are best reserved for after an offer has been extended. When you are interviewing for the job, you need to ask questions that are designed to really show why you should be hired (what's in it for the firm) whereas questions about what's in it for me (such as flexibility, etc.) should wait until later. I think this goes for interviewing with people anywhere on the proverbial totem poll.