(Editor’s note: Ed Han, a friend of our webpage, and a frequent content creator on LinkedIn, posted this article. We want to share it with those in transition.)
In today’s hashtagpullingbackthecurtain I want to talk about something that’s rarely discussed openly.
“Why is this opportunity available?”
Most career coaches will tell you to ask this, and it’s good advice: I recommend asking, too.
But do you know how to parse the answer?
Because you’re only getting one of two answers:
☑ This is a newly created position
☑ This is a replacement (known in HR lingo as a “backfill”)
Each has its appeal, depending on the kind of professional you are, and each hides a few issues.
New:
The opportunity is you define what the position looks like!
The threat is that there’s no clear roadmap..
Backfill:
The opportunity is you have a roadmap!
The threat is: what if the roadmap is wrong?
And no, no interviewer whose answer should be trusted has any intention of giving you any more information than that.
So learn how to dig deeper. Ask:
What are some (anticipated) challenges in performing the position at a high level of proficiency?
How will success be recognized at the 90 day mark?
What key lessons that can be gleaned from how it’s been performed in the past/ expectations for how the position will be performed?
These questions provide a lot more context around merely whether the position is new or a backfill.
Get the context to get the critical information you need to determine whether you want the position.
After all, that’s all an hashtaginterview really is: a business meeting to determine whether the participants want to do business together.
I know, it’s a different way of seeing things. It’s sort of like every time…