HOW (AND When) To Ask for the Job Of Your Dreams

It’s important to be strategic about the moment when you negotiate the work schedule of your future. If you need flexibility in your work schedule, don’t be afraid to ask for it. You might start the interview process with targeted questions about company culture such as:

• when do most people take vacations during the year and how long do they take off?

• how is any “flexible work hours” policy actually used by employees?

• are “summer Fridays off” or “no-meeting Fridays” policies in place at the company?

These questions help point you to the real experiences of employees in a company, and whether their policies are more traditional or flexible. Keep in mind that, since the global pandemic, many employers are rethinking both office and organizational policies. So, in some cases, flexible work arrangements may be acceptable to a company but perhaps, so far, no one has asked.

Job applicants face a slew of do’s and don’ts when it comes to revealing personal info

In Germany, while it is unlawful for employers to inquire about intimate relationships (sexual orientation, parenting responsibilities, etc) cases abound where this does happen, and always to the applicant’s detriment. Some FrauenLoop graduates find themselves explaining their cultural background to employers in the early stages of a job application. This never ends well.

If, during the application process, the age of your child is casually inquired about, be aware that this can lead to your application being turned down (e.g., if you are a woman). Why? If the child is very young, you may be assumed to be unavailable for full-time work or, if the child is older, you may be assumed to be older too, which easily becomes “too old” for a company that may wish to project a youthful image.

Similarly, if you are questioned about your reasons for asking about flex time, pre-job offer, be aware that it can also be an informal way to obtain personal information –which could then be grounds for rejection over “poor culture fit.”

Job applicants are better off never discussing their personal life with a potential employer

The current economic slowdown means that making a bet on a new company involves a certain amount of trust on both sides. All companies are not equal when it comes to respecting employment and anti-discrimination laws. That’s why it’s crucial for job-seekers to focus on the market exchange aspect of the job search - the work to be done and the person offering to do it. As an applicant, you’ll want to minimize opportunities for superfluous personal data to become part of the hiring process.

Put differently, your religion and lifestyle are not for company consumption: only your labor is. 

No one has to know WHY a great candidate needs or wants a schedule with, for instance, every Friday off. Whether you are Jewish and observing Shabbat, Muslim and headed to the mosque, or a Gen Z person who’s prioritized work-life balance, employers simply don’t need to know.

Your identity should never be part of your employment negotiation.

Especially for women, LGBTQ+ identified persons and ethnic/racial/religious minorities, it does not pay to “bring your whole self” early to the application process. Once a company offers to pay for your labor, you can negotiate the terms. Your ideal job might be an 80% schedule or may involve starting later each day to accommodate a dependent or a personal disability. None of the personal circumstances that define you should affect your access to a dream job.

The post-offer negotiation stage is when you, as a candidate, hold the greatest leverage. It’s also when employers are most eager to seal the deal. Speaking too soon about your specific personal circumstances can (and often does) invite representatives of unfamiliar organizations to judge your identity. Why risk it?