5 Tips for Choosing Your Next Employer

Candidate Insights

Jan 25

In a highly competitive, fast-paced labor market, it is of paramount importance for candidates to slow down and truly assess the organizations that they are interviewing with. Employers are more eager than ever to get “butts in the seats”, and the turnaround time to go to offer competitively has shortened significantly. Here are some important tips from the candidate’s perspective as you navigate your career search.

Turning Tables

I know what many of you are thinking, and no, I am not referencing the British singing icon Adele’s song. (Great song though!) Let’s talk interviews. This is a candidate market. Louder for the people in the back – THIS IS A CANDIDATE MARKET! What I mean is, the market is hot, everyone is hiring, and as a candidate, you are just as much in the driver’s seat interviewing the organization as they are interviewing you.

Dig Deep

You, the candidate, have every right to dig into the culture and the overall employee experience. This means researching the company mission, purpose, values, and behaviors, and when you are interviewing, ask probing questions based on your findings. Judging by the awareness of the leader you are speaking to, you should be able to tell very quickly whether or not they just have a top-notch marketing/communications team, or if the organization you are interviewing with truly has a positive and uplifting culture built around the talent experience: A culture that fosters an environment of collaboration, growth, and opportunities for advancement.

Some questions candidates should consider asking:

What does the employee experience mean to you and/or your organization?
What are the strategies you utilize to ensure staff is engaged?
What types of employee engagement initiatives are in place within your organization/department/team/unit?
How has your organization infused diversity, equity, and inclusion into your talent processes?
How has your organization adapted to the pandemic and Covid-19?
What professional development opportunities are available at your organization? Is there an educational assistance program and/or policy?

These questions are so important to understand the value the organization places on talent. Tailor your questions to align with your values, goals, and intrinsic motivators. If all else fails, once you have your answers, I encourage you to go with your gut.

And a quick note to the hiring managers out there that stumbled upon this article, I strongly recommend you flex your interview style to be conversational. If you approach every interview like someone is interviewing for the CIA, there is a chance that could be off-putting and make or break a candidate’s decision to join your team. Relaxing the conversation allows for people to show who they are on both sides of the table. Remember, top talent has options! Kick your pride to the curb and show that you are human, too.

Seek Out a Peer Interview

Peer interviews are great because you get the opportunity to understand a day in the life, as well as opportunities for advancement. If you are nearing home plate feeling like you are on the verge of an offer, don’t be afraid to ask for a peer interview. Ask about the culture and team environment, how long they have been there, who else they work closely with. Gather as much information as you can. Look for responses surrounding flexibility for picking your kids up at school, running to your doctor’s appointment, or making it to your kid’s soccer game. Your health is your wealth and family time is important. The flexibility is oftentimes easily overlooked when you have your eye on landing the job, so I encourage you to slow down and consider this factor in your decision-making process.

Find Somewhere That Believes in You

I asked my team why they chose Juno and the common thread and driver was culture, values, and the room for professional growth and development. The fact that Juno is willing to take a chance on people with transferrable skillsets from other industries is also mentioned not just on my team, but across the organization. Everyone deserves to work somewhere where people believe in them. Shop carefully for an employer who allows you to be authentic, you!

Do Not Chase the Dollar

This one is important. As the adage goes, money can’t buy happiness. Sure, some people are more motivated by tangible rewards than verbal praise and recognition. However, I have interviewed thousands of people across a variety of industries, and I can say wholeheartedly that the large majority of today’s current workforce want to feel valued, make an impact, and have that “seat at the table” so their voice is heard. People want to know that they are part of something bigger. The reality is that we spend more time at work than we do at home, and nowadays that is blended due to teleworking and remote work flexibility that many companies are striving to provide as a benefit to their staff population.

Candidates. Before you sign your next employment offer, I encourage you to ask yourself the following questions:

Does this opportunity align with what I truly want in my next career move?
Will this role/ opportunity make me feel fulfilled?
Will the people I surround myself with make me a better person and business professional?

If the answer is no, I say don’t settle. The money will come if you work hard and treat people with kindness, and there is a culture out there that supports and values their employees – like team Juno! Did I mention we are hiring talented consultants of all levels? Feel free to reach out if you are interested, I am happy to chat about what separates us from the rest – jkalczewski@junotalentsolutions.