I would ask if they have an employee handbook and if I could briefly examine
a copy.  An organization with no written employee policies would send up a
red-flag to me, while an org with well-defined policies, employees rights,
etc. would tell me that at least they understood general hiring law and
practices.

What I'd look for if allowed to examine a copy -
written benefits policy and structure
normal "pc" documents - harrassment policy, computer usage policy, etc.
grievance procedures
evaluation procedures

Not to say I wouldn't take a job in an institution that DIDN"T have all
those things, but I think the employee policies show a lot about an
organization's professionalism and understanding of hiring paid staff.

Also, learn what are and are not legal questions in an interview (I've seen
so many posted to the list I won't go through them, check the archives or
good employement sites).  This knowledge lets you know exactly what
questions you don't have to answer in an interview, and also gives you some
ability to draw conclusions about the potential employer's knowledge about
hiring and having people work for them.

(I've actually had a situation where I was asked my religion and if I
attended church regularly, if I consume alcohol - another thread on this
list altogether - and family planning issues... ALL completely illegal.
They let me know that the organization had no concept of employment law and
really wasn't interested in learning it.  I handled the questions with a
smile and very patient "Do you know it is illegal for you to ask me that in
a job interview?")

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