Dubin & Lee Blog

How to Get the “Real Deal" Before You Take the Job.

  

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I watched the movie “Horrible Bosses” on the plane the other day and while I did laugh out loud from time to time, I was mostly horrified and somewhat reminded of just how unbearable a work environment can be.  As a headhunter, I have spoken to many victims of such a situation.  The statement I tend to hear a lot from those that reach out to me is, “My job is not what they sold me when I was interviewing.”

So how do you avoid getting sold on something during the interview process that is not true?

Keep in mind, some things are just unforeseeable and sometimes acquisitions, reorganizations and changes in management take place that no one saw coming.  However, there are definitely warning signs to look for that they are coming.  There is plenty of due diligence you can do to figure out what the environment is already like.

Here are 5 things you can do to figure out the “real deal” before you take the job.

1. Research potential future changes.  This can be done before the interview.  To identify these changes, look for trends in the industry, the company’s history and a change in the C-suite.

2. Interview with team members.  The following are the best questions to ask to determine what it is really like to work there:

• What made you choose this job from the many opportunities I’m sure you had?
• What do you like best about the company?
• What do you like best about your job? 

It is not a good idea in an interview to ask “the worst” questions because doing so might reflect poorly on you.  If you ask enough people these questions and you see some consistencies, there is a good chance the employees are being sincere.  Also, pay very close attention to how they answer.   If you are a parent or have ever dated a “player,” you know what to look for. 

3. Talk to people who have worked there in the past.  This does not mean taking the word of a disgruntled employee.  This exercise is meant to give you ideas for great discovery-oriented questions to ask HR, the hiring manager and team members.   Again, watch how they answer.  

4. Look at turnover. LinkedIn is a great place to do this.  If people leave as fast as they come in, ask why.  It is a fair question and a good company will like the fact that you are thorough in your due diligence and that you will not make a career move frivolously.

5. Use an Agency.  I know this sounds a bit self-promoting but there is no better insurance for you as the job seeker. 

Here is the business case:  Aside from the ROI if the hire gets promoted at least once in 2 years, the last thing the company wants to have happen is that 4 months down the road, the employee says, “This is not what you said it would be…I’m out!” and now they are out a large agency fee.  Many companies will not use an agency if they really don’t know what the future holds in 6 months, or they know they have to lie to get people to work there.

Remember, nothing is guaranteed but if you interview correctly you can cut the chances of, “This is not what I signed up for!”

After my "Jerry McGuire moment" at a large placement agency, I made the leap. Now, I can pick and choose the clients we work.

Never before, in my professional career, have I been so proud and excited about the companies we are representing and of the opportunities available for Corporate Accounting & Finance talent...and I sleep much better at night.

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