Comments are closed. Previous Article Next Article How can I tell if promotion is likely?On 25 Sep 2001 in Personnel Today Ihave several interesting sounding job interviews lined up and wonder if youhave any ideas for questions I should ask them which would help me decide whichof them is likely to provide the best opportunity for promotion.LouiseWhite, consultant, EJ Human Resources, writes:Althoughyou want to indicate you are ambitious, be careful as the employer has a job tofill and may well be wary employing someone who is chomping at the bit to getpromotion. Itis important to ask about the structures in place for career development andthe training on offer. Ask the interviewer about their own career path withinthe company, whether jobs are advertised internally and the long-termdevelopment opportunities for the role. It may also be prudent to ask whetheryour superior is new to their role. If they are, this could impact on yourchances for promotion in the near futurePeterWilford, consultant, Chiumento, writes:Soundingout promotional prospects is a bit of a two-edged sword in interviews; fine ifthe organisation concerned is recruiting a talent bank for the future, not sogood if the immediate job is attractive but has little prospect for furtheradvancement.Asan employee you have certain demands which employers have to recognise, one ofwhich is what is the company doing about self-development for its employees.You should ask the following questions: – What opportunities are there to learnand grow? Who will I talk to about my progress? Is there someone in the workplacewho will encourage my development and in what way? How do you see my careerprogressing within the organisation? How do you feel about supporting mydevelopment needs? Are cross divisional/country/company moves possible? Youshould also ask yourself: – What do I really want from the job? Will I be happyin the organisation?Finally,find out what happened to the previous two or three incumbents. If they movedon outside the company within a year of joining, danger bells should start toring, however if they moved on to bigger and better roles within theorganisation, then it could be one of the roles used to nurture new talent.Rememberthat the percentage of people leaving employers because this area is not beingtackled seriously enough is now extremely high – employers have to ensure thatpersonal development is high on their agendaMargaretMalpas, joint managing director, Malpas Flexible Learning, writes:Whynot ask things like: “What development opportunities have been givento staff in the department recently?” or “How do you identifyand develop people who are keen expand their skills and abilities?”or” What growth is the organisation experiencing and what knock-on isthis having for staff who show some aptitude for extraresponsibility?” Related posts:No related photos.