A quick reference guide on things to look for while investigating a firm.
Let's be honest. Even the greatest among us may fall prey to smart marketing. When it comes to a new toothpaste brand, it's typically OK, but choosing the incorrect firm might be considerably more expensive.
Most applicants feel that by going through the recruiting process, they will learn more about the firm and have a better understanding of the type of job, prospective colleagues, rewards, and culture they may expect. Yet, this is both an inefficient and unsuccessful approach. It's wasteful since it wastes both the candidate's and the company's time, only for either party to discover much later in the recruiting process that it's not going to be a perfect fit. It's also useless since most organisations are now engaging in employer branding, and as a result, marketing and outward looks may mislead prospects, particularly if they aren't looking deeply enough at the company itself.
Thus it's obvious that you should be analysing organisations well before the interviews begin. In fact, it is advised that you filter your favourite firms long before you begin applying, and that you only apply to and invest in organisations where you would not hesitate to sign the offer letter. Indeed, the excitement of obtaining that offer may rapidly fade when you experience the inner workings of your new organisation and discover it's not quite what you imagined. According to statistics, 33% of new recruits resign within the first six months.
It's a waste of money and time for both the recruiter and the prospect, who could have found a better, long-term fit with just a little more investigation.
That's why we've compiled this helpful advice on what to look for when investigating a firm and how to evaluate it without having to spend hours chatting with them. Tenure at the Median
While most organisations favour applicants who have been with their companies for a longer period of time, it is also a helpful indicator for candidates to judge if a company is suitable to a long-term career.
Anything less than a year indicates that the organisation has a reasonably high personnel churn and should be investigated further.
Similarly, organisations with a median tenure ranging from 1.9 to 4 years are good bets for long-term success. You may also validate this by looking at the JobCurators profiles of current and prior workers (mid-senior level). Is there a large number of people who have been with the firm for a long time? How about at least two years? Do you notice an unusually high proportion of new workers that have been with the company for less than six months? Worse, do you notice many ex-employees that leave within a year? It raises a red flag.
The median tenure is an essential metric since it indicates not just if the firm is able to keep its employees but also the general work environment and culture. Many people would stay in their current occupations if they had a strong feeling of belonging, even if they could earn more elsewhere.
Hiring expansion
Candidates may also access statistics regarding staff distribution and headcount growth by function on JobCurators.
There was a time when having a larger number of employees was a sign of success. And it still has the potential to be. That might indicate that the organisation is expanding and employing for newer functions.
But, it is also possible that people are being thrown at a problem. The best approach to evaluate this is to look at the stats and then talk to current employees about what they truly imply.
For example, if you notice a company recruiting rapidly, check to determine if their hiring is cyclical - service organisations frequently hire workers during business upticks and lay them off during downturns.
Profile of the Founder and Leadership
It's not only about the company's marketing; you should also consider whether its leadership and founders share your ideals. A good place to start is by looking at their LinkedIn/Twitter profiles. Ignore the company-related updates and instead pay attention to their other behaviours, such as shares and comments on other people's posts. This will offer you an idea of what the leader is truly concerned about.
Wouldn't it be strange if your prospective boss had no social presence?
Socialization within the team
Do members of the present team invest in their own brand? Do they routinely write about the sector and communicate with their peers? If so, it's a terrific predictor of the health and culture of your future organisation. IT demonstrates that staff are enthusiastic about their work and proud of it. Conversely, and plainly, avoid personnel who are disparaging the organisation on social media.
Another point to consider is whether employees are actively applying to other firms (open-to-work badges are pretty common on JobCurators nowadays).
Glassdoor and other third-party reviews
It's a fundamental step, but it never hurts to go deeper into independent forums like Glassdoor reviews. Do the negative reviews outnumber the positive? Also, do the better ones appear virtually templatized? This might indicate that the firm is urgently attempting to improve its rating - not by addressing the underlying causes of the problems, but by covering them up superficially.
Unfiltered evaluations about your future employment may also be found on Quora and Reddit discussions. Take employee feedback seriously, and don't be hesitant to bring it up during an interview.
Funding
If a financed firm hasn't solicited money in a long time, say two years, it might signify one of two things. Maybe it has been successful for some time and does not require the funds, or it badly requires funds but investors are unwilling to part with the funds - perhaps their product has become obsolete, or they no longer have a clear route to a return or investment.
If your potential firm hasn't raised money in a while, it'll be worthwhile to conduct some research to figure out why. This might also be discussed with the firm directly to avoid any misconceptions or worries.
Conclusion
A new job is a commitment that may alter the trajectory of your career. A little research and thinking outside the box may save you and your prospective employer a lot of time, hassle, and money.
But, by no means is this list complete, and we would love to add to it. Tell us what you look for while investigating a firm, and we'll update the guide in a couple of weeks!