By Bill Meyer
As usual, with the onset of the new year, many people have renewed their commitment to finally doing something about their dead-end job. Their complaints about their present situation are quite standard:
“I don’t receive any recognition.”
“I’ve outgrown my job, my career is stagnated.”
“I’m not paid what I’m worth.”
If any of these sound familiar, then you may be one of the tens of thousands transitioning into a new job in 2005.
Often when an individual undertakes such a search, they are so interested in selling themselves into the new position that they neglect to notice the warning signals of the potential problems with the new employer. The following are offered as areas to evaluate before accepting that new position.
Rate of Turnover in the Position
It is fairly well accepted that a turnover rate of every three to four years gives the organization the opportunity to reevaluate its direction and productivity as well as bring fresh ideas and innovative approaches. However, if there have been four people within a span of six years, it may be indicative of a position that is poorly defined with unclear objectives. The hiring manager may not know what they want and signing on with this individual could be a risky proposition at best.
Additionally, it is important to learn the fate of the previous person; however, such inquiries about what happened to this individual must be handled discreetly. One way to phrase your inquiry would be, “Would I be correct in assuming that my predecessor has been promoted within the organization?” If not, try to learn what goals the hiring manager is trying to achieve now that might have been previously unrealized to decide whether you feel they are attainable.
Drawbacks of a Newly Created Position
Though a created position offers the individual with strong leadership skills an exciting challenge, it can also be a situation with numerous pitfalls. First, you will want to make sure that the position is well defined. Some type of description needs to be inked so that you and your boss are clear on the goals and objectives as well as a timetable for implementation. In other words, how will your success be evaluated. This topic is best discussed after the offer has been extended and might be initiated by asking your prospective boss this question, “Six months from now how will you know that I’m doing the kind of job that you anticipated?”
Furthermore, it is advisable to discern whether this position is being supported by top management as well as their level of commitment. To attain this information you will want to meet your boss’ superior as part of the interview evaluations process. Should this offer not be extended, you will want to request such a meeting so that you can clarify the organizational structure and expectations.
Finally, since a newly created position has an added risk factor of possibly being short-lived, you will want to negotiate some type of severance agreement that will include outplacement assistance to help you manage the transition.
The Company Is in Trouble or Reorganizing
As you would assume, either situation could be tenuous at best. This position you are interviewing for may be redefined or disappear completely. This is a situation where your network may be able to provide invaluable information. Don’t hesitate to contact people within the industry to obtain their perspective on the company as well as the opportunity. Check local business publications to learn how the marketplace perceives your potential employer. Also, you may want to ask a trusted confidant in the banking industry to assist you in determining the company’s financial stability.
Should you decide to join a company that is in the midst of a reorganization, there is no need to panic. Remember that job security comes for continually exploring ways of marketing your skills. Strive to perform your current job as well as possible while you are working to enhance your visibility through effective internal networking.
Know Your Priorities
Ultimately the goal of your search is to land a position that is a good “fit” to maximize your job satisfaction. To achieve this end, it is important for you to determine your priorities. Ideally, you will want to develop this list of priorities and rank them in order of your preference before actually beginning your search. Once you begin and someone makes you an offer, particularly if the campaign has been lengthy, it is very difficult to maintain your objectivity. The following is a partial list of factors that influence the career choices of most people: growth potential, organization stability, income, personal freedom, benefits, location, creative freedom, travel, boss, management philosophy.
By understanding your priorities and taking the time to evaluate the minuses as well as the pluses of a potential employer, you will be less likely to leap into a short-term, unsatisfying job.