You do you.
You seem to think that it should be one sided, with them doing all the selling/figuring though, which seems to be pretty problematic in other ways.
For some folks, at some times, that can certainly work. But it sounds like you want them to be in servitude to you, not an actual partnership.
High quality questions say something about you. Low quality questions do too. Would you ever hire someone whose question is like "so, do a lot of hotties work here?" Probably not, because ... what kind of person is this? Similarly, if the person who doesn't have an offer and doesn't know much about the role is hyper-focused on their time-off, something is off too. PTO is important, it's just a thing you need to be thinking about once you have an offer and think the job is otherwise a match, not as like the #1 question.
Yes yes yes I’m sure you’re changing the world and creating super exciting CRUD
You know, I actually found this comment clarifying. I don't look at work as solely exchanging time for money (don't get me wrong, I care about money a lot, I just want to get a lot more than money out of my work) so I was coming at it from a different direction.
I do think there's an employee-employer compatibility in play here. Because I care about engagement/mission, I tend to work at companies with a strong culture and seek the same when I interview others - but yeah it's a good reminder that this is not for what everyone wants/needs.
Not that that's anything like a reason not to ask what you need to ask, and turn a Q&A into a brownnosing session.
If you want to vet a company's benefits and culture beforehand, which is a good idea, do the homework first and research it before getting into the sales process.
Maybe in the 90s. Nowadays it's becoming very balanced in the way that companies are the ones who are doing a sales presentation as well.
But both have to agree. You're right that a company will have to be willing to offer enough to get the candidate willing to sell.
I recall interviewing a candidate long ago who was only interested in what the company could do for him. He never displayed any interest in the company or what he could do for the company. I recommended no hire.
After all, what would you think if you went to a car dealership and their salesman would only talk about how much you had to pay and how much the dealership wanted your money, and never talked about what the car would do for you?
A word of caution - interviewers tend to interview people an order of magnitude or two more times than candidates do interviews. What this means is they learn to detect the bullshit. A friend of mine is in the recruiting business. He interviews candidates all day, and has for many years. He told me that detecting bullshitters and liars is a crucial job skill, and he's pretty good at it.
All companies have interesting problems to solve along the way. But most have boring products. I can work for most companies because even though the product is boring I know I will find something interesting. (the exceptions are companies doing something I find immoral)
There are all kinds of people. That said, if envelopes isn't your bag, nobody is making you interview with them. Find something that does interest you. Me, I'd rather be a lion tamer than a tax accountant (yes, I have the hat), but the guy who does my tax accounting loves it.
> I know I will find something interesting.
And there you go.
Besides, why not pick a career that interests you? It makes for a better life.
Why not find something you actually care about instead of spending all your time and effort faking it?
You're reading way too deeply in to signals that could mean anything. At the risk of coming across as antagonistic - I'll probably start asking about PTO in the first interview even though it tends to be irrelevant to me, to avoid working with organizations that foster this mindset.
The issue isn’t taking time off, it’s that the prospective employee’s head is up their proverbial ass. First interview is propspecting. If you were selling a product, if the customer is asking about the return policy before even selecting an option, it’s a similar signal.
When you’re in a subsequent interview talking about the benefit plan, salary, etc, that’s where that sort of question is appropriate - you’re finalizing the deal.