Turning the Tables: How to Vet Potential Employers as WOC
There’s an assumption that employers are the only ones who get to vet and choose their potential employees and that the ultimate decision lies in the hands of hiring committees.
This one-sided exchange amplifies the power dynamic at play, making it harder for those seeking opportunities to really consider how the role, team, and organization fit with our needs and career trajectory. This is even more challenging for racialized folks and women who are also navigating prejudice, bias, and discrimination at every turn.
Plenty of research points to these existing systemic barriers. Investigation editor Rajeev Syal reveals the huge race bias in Britain’s workplaces where for example, white-sounding names with the same qualifications are far more likely to get a call back. Writing for the Centre for American Progress, Christian Weller says, “Despite an improved labor market, Black Americans still can’t obtain well-paying, stable jobs with quality benefits.” In Harvard Business Review Zuhairah Washington and Laura Morgan Roberts talk about the lack of support women of colour face in their workplace.
These systemic inequalities and barriers mean that for marginalized folks, vetting our options should be top of mind. The sad truth is that often employers aren’t looking out for us, and in many instances when we are hired, we are tokenized or part of a diversity hire. Despite the challenges in our way, we believe that this is a two-way street. As prospective employees, we need to make sure that we sign contracts with our needs and career goals in mind.
In this piece, we’re excited to share tips, red flags, and guiding questions to consider as you go through key stages of the application process: the job search, the interview, and contract signing.
Illustration by Liu Liu
Stage 1: Applying
Your search has begun! At this stage, you might be scoping the scene, finding out about the roles and companies that interest you, and submitting applications.
Tips
Research the company. Find out everything you possibly can in this early phase. How long have they been in business? Where are they located? What are their internal and external values?
Look up their team, especially the team you will be a part of and the leadership or executive team.
Understand the role being advertised. Read the job specifications carefully and thoroughly. Don’t hesitate to send an email to clarify or ask questions about the role and company if anything on the job ad is vague.
Red Flags
Unrealistic and/or irrelevant responsibilities on a job posting. If there are skills or qualifications that don’t match the title or level of the posting, that might lead to exploitation in the long run.
Lack of a salary range or band on the post, which means a lack of transparency. For those based in North America where this custom is still rare, you can get ahead of this in stage 2.
Lack of diversity, especially in the leadership team. We’re not looking for a checklist, but do they have women, and especially WOC in key decision-making roles?
Guiding Questions
Does this company align with the values I have? (If you don’t know, this is a good time to do a values mapping exercise).
What attracts me to this role?
How will this role set me up for the next stage in my career?
Stage 2: Interview
It’s interview time! This is your chance to impress and show that you’re the right fit for the role. But remember, you are also trying to gauge whether this role and company are a good fit for you.
Tips
If not disclosed, make sure you understand the interview process in-depth. How many rounds are there? With whom will you meet? Is there a take-home task or activity? This will help you prepare.
Wait for the interviewer to mention salary and benefits. Your goal is to make sure you are putting your best foot forward and speaking to your strengths and experience. Once they mention salary and benefits, then you can respond accordingly. Note: if there was no salary band provided, this is the time to respond with: What’s your budget? Don’t provide a number first.
Don’t be afraid to ask important questions! This is your chance to learn about the company’s values and mission, as well as your potential role. Some questions to ask are: What is the company’s 3-5-year strategic vision and how does this role fit into it? What is the pathway to growth and promotions? What will my day-to-day look like? What kinds of projects will I work on?
Red Flags
Vague answers to your questions. It’s never a good sign when the hiring committee is unsure or unwilling to provide clarity to your questions. Unclear answers signal to us poor management or a lack of honesty and transparency. If they don’t have an answer, they should at the very least let you know they will get back to you.
An all-white and all-male interview panel can tell you a lot about leadership and who makes it to the top of the company. Take notes!
Guiding Questions
How fast has the company grown recently, and what has retention looked like?
Are the benefits and logistics of the role (remote vs. hybrid vs. in-office) conducive to your lifestyle?
Are you able to meet the team and supervisor you’ll be working with? What are they like?
Did you get a good vibe from the interviewer(s)? What does your gut say?
Stage 3: Offer
Congratulations! You now have an offer on the table and need to make a decision. But before you do, you want to make sure you’re negotiating like a pro and understanding key things about the role and company to set yourself up for success.
Tips
Take your time to accept/reject the offer. Sometimes we get so excited that we’re ready to take the job on the spot. But take a few days to let everything settle and think through your decision. Make sure to communicate this to the hiring committee to align on a timeline that works for you both.
As you take some time to make your decision, consult those you trust including close friends and family, allies, and mentors. Pick 2-3 things that you’re on the fence about, and ask them their thoughts.
Don’t be afraid to enter negotiations and ask for more money. A lot of women, especially racialized women have been told to hold back, but Kim Cunningham writes about how WOC can ask for more in job interviews. Companies are prepared for a back-and-forth when it comes to settling on a salary or rate, so make sure you don’t accept the first number they throw at you. Lastly, keep in mind that you can negotiate much more than just a salary. Other things to think of are benefits, vacation days, and starting date.
Red Flags
Pressure to make a decision immediately. Maybe they are desperate to fill the job, or maybe they are trying to hide something; regardless, it’s in your best interest to take your time.
Rigidity and the refusal to meet your needs. If they refuse to budge now, they will refuse to budge later. Of course, you’ll need to pick your battles, but the offer stage presents an opportunity to find a win-win for both parties.
This is an obvious one, but if they ask you about your previous salary, run the other way. Also, always refuse to respond, as it is your right.
Guiding Questions
What do I visualize when I think of my future at this company? Can I see personal and professional growth? Will I be supported? How long do I see myself staying here?
Is the company culture aligned with my values and lifestyle?
How will this role set me up for the next? What are the new skills I will gain as a result of taking this offer?
Taking Ownership
Whether you’re just entering the job market, or seeking more senior roles, it’s worth reflecting on your professional and personal needs. What kinds of spaces do you need to thrive? What roles excite you? We recognize that there are a lot of challenges along the way, which makes finding the right role difficult. And of course, for women of colour and other marginalized folks, these obstacles are even greater.
Often, we approach job searches thinking about what we can bring to a company. But as we plan and advance in our careers, it’s also worth thinking about how our employers can set us up for success. We all know employers seek someone who can be the right ‘fit’ – this, we think goes both ways.
Coming up Next
Many of us define ourselves based on our jobs and professional identities. And while we celebrate ambition and career growth, we believe who we are is so much more than the jobs we have. In our next blog, we’ll discuss how we can decenter work and untether our identities. Stay tuned!