Its perfectly fine for a candidate to look for a culture fit.
The problem here is that familial status is legally protected, so by bringing it up it puts the interviewer in a tight spot. If I reject a candidate who states such things, then there may be lawsuit risk, and my superiors may not be sympathetic to the fact that I did not ask the candidate.
Unfortunately, I don't think theres a way out of this problem. Family friendliness is probably the most important culture question for anyone with a family. The only solution I can think of is to dig up information online from previous employees, but that is a crap-shoot for small companies.
The problem here is that familial status is legally protected, so by bringing it up it puts the interviewer in a tight spot. If I reject a candidate who states such things, then there may be lawsuit risk, and my superiors may not be sympathetic to the fact that I did not ask the candidate.
Unfortunately, I don't think theres a way out of this problem. Family friendliness is probably the most important culture question for anyone with a family. The only solution I can think of is to dig up information online from previous employees, but that is a crap-shoot for small companies.