2 answers
hehe
Student
Singapore
16
Questions
Asked
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Finding out about the company: How to figure out turnover and organisational stability?
Is it appropriate for candidates to ask about team turnover or recent resignations?
If so, how can this be phrased professionally, and how should one interpret the answers given?
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2 answers
S I
Finance
24
Answers
San Francisco, California
Updated
S’s Answer
In my view, it is appropriate for candidates to ask about turnover, team changes, and organisational stability. In fact, thoughtful candidates are expected to evaluate these factors just as employers evaluate candidates.
The key is how the question is framed.
1. How to ask about turnover professionally
Instead of asking directly about resignations or instability, frame questions around team structure, growth, and continuity. For example:
• “How has the team evolved over the past year or two?”
• “What does success and progression look like for someone in this role over time?”
• “How long have most team members been in their roles?”
• “What are the biggest challenges the team is currently working through?”
These questions are neutral, forward-looking, and non-accusatory, yet often reveal a lot.
2. How to interpret the answers
Pay attention not just to what is said, but how it is said.
Positive indicators:
• Clear, consistent explanations
• Transparency about challenges without defensiveness
• Managers speaking respectfully about former team members
• A coherent narrative about growth, change, or restructuring
Potential red flags:
• Vague or evasive answers
• Overemphasis on “fast-paced” or “high-pressure” without context
• Blaming individuals rather than systems
• Inconsistencies across interviewers’ answers
High turnover itself is not always negative—but unexplained or normalized churn can be.
3. Reading between the lines during interviews
Beyond direct questions, observe:
• Whether interviewers seem aligned or disconnected
• How leaders talk about accountability and support
• Whether workload expectations feel sustainable
• If questions about culture are answered concretely or with buzzwords
Informal conversations often reveal more than formal ones.
4. Using external signals responsibly
Candidates can also supplement interviews by:
• Reviewing LinkedIn tenure patterns
• Checking recent leadership changes or restructurings
• Looking at hiring velocity relative to company size
These signals should inform—not replace—direct conversations.
5. Why asking these questions is reasonable
A role is a mutual commitment. Asking about stability and turnover is not a sign of distrust—it reflects professionalism, long-term thinking, and respect for both parties’ time.
Strong organisations are usually comfortable discussing these topics openly.
In short:
Candidates should ask about turnover and stability in a thoughtful, non-confrontational way and listen carefully to the substance and tone of the responses. Transparency, coherence, and respect are far more important than any single metric.
The key is how the question is framed.
1. How to ask about turnover professionally
Instead of asking directly about resignations or instability, frame questions around team structure, growth, and continuity. For example:
• “How has the team evolved over the past year or two?”
• “What does success and progression look like for someone in this role over time?”
• “How long have most team members been in their roles?”
• “What are the biggest challenges the team is currently working through?”
These questions are neutral, forward-looking, and non-accusatory, yet often reveal a lot.
2. How to interpret the answers
Pay attention not just to what is said, but how it is said.
Positive indicators:
• Clear, consistent explanations
• Transparency about challenges without defensiveness
• Managers speaking respectfully about former team members
• A coherent narrative about growth, change, or restructuring
Potential red flags:
• Vague or evasive answers
• Overemphasis on “fast-paced” or “high-pressure” without context
• Blaming individuals rather than systems
• Inconsistencies across interviewers’ answers
High turnover itself is not always negative—but unexplained or normalized churn can be.
3. Reading between the lines during interviews
Beyond direct questions, observe:
• Whether interviewers seem aligned or disconnected
• How leaders talk about accountability and support
• Whether workload expectations feel sustainable
• If questions about culture are answered concretely or with buzzwords
Informal conversations often reveal more than formal ones.
4. Using external signals responsibly
Candidates can also supplement interviews by:
• Reviewing LinkedIn tenure patterns
• Checking recent leadership changes or restructurings
• Looking at hiring velocity relative to company size
These signals should inform—not replace—direct conversations.
5. Why asking these questions is reasonable
A role is a mutual commitment. Asking about stability and turnover is not a sign of distrust—it reflects professionalism, long-term thinking, and respect for both parties’ time.
Strong organisations are usually comfortable discussing these topics openly.
In short:
Candidates should ask about turnover and stability in a thoughtful, non-confrontational way and listen carefully to the substance and tone of the responses. Transparency, coherence, and respect are far more important than any single metric.
Morgan Adams
Healthcare Administration
35
Answers
Winston-Salem, North Carolina
Updated
Morgan’s Answer
Yes, it’s appropriate to ask about turnover and organizational stability if done professionally. You can frame it indirectly with questions like, “Can you tell me about the team’s structure and typical tenure?” or “How does the company support employee growth and retention?” When interpreting answers, vague or defensive responses may indicate higher turnover, while honest, specific answers suggest transparency and stability. Emphasis on training, mentorship, or internal promotions usually signals a healthy organization. You can also cross-check with LinkedIn or Glassdoor to get a fuller picture.