Feeling antsy for a new role? The job market is still hot, despite signs of recession. Employment payroll recently surpassed pre-pandemic levels and the economy added 315,000 jobs in August, contributing to the 3.5 million jobs added so far this year.
All of us have thought about jumping to a new role at some point in our careers, especially when there’s an abundance of opportunity at our fingertips. (Don’t worry team, I’m not speaking from my current experience.) No job is perfect and the cons can intensify amid the kind of uncertainty we’ve experienced in the past few years. I even know a handful of people who completely rethought their lives, quitting their jobs before lining up a new position.
When coping with new challenges or stress, the grass on the other side of the fence definitely starts to look greener. But when I felt like I wanted to make a change in the past, there were two things on my mind. One is the hope that I’ll fulfill whatever I’m missing in my current role. The other is the fear that I’ll have to sacrifice things I value, whether it be a benefit, great colleagues or company mission.
Finding a role that doesn’t compromise your needs for your wants is tricky, especially under the backdrop of a fundamentally broken search and application process. So many of us apply for everything and anything, resolving to decide if it’s for us in the first few months, even a year. On the opposite side, few employers clearly communicate the expectations of new roles and fail to encourage interviewees to ask the right questions. Ideally, candidates should have the opportunity to vet potential employers as much as they’re dissecting them. “Interviews are a two-way street,” sounds like a cliche, but it should be an expectation taken seriously by both sides.
Here’s what I mean. Think back to the last time you purchased a new mattress. First, you realized your current mattress sucked. Maybe you’d had it for a few too many years. Maybe it never offered the right level of support. Either way, you head to a nearby store, tell the salespeople what kind of sleeper you are, ask which ones they’d recommend and then meander around, hopping on different mattresses until you find the right fit.
Countless hours of our lives are spent in bed. For most of us, that’s motivation enough to reflect on what we want and try out options before committing. And even then, we hope for a guarantee to give us 30 days to try it out. But if we spend just as much time, if not more, at work, why do we often rush this process before committing to a new job? If we show up to interviews with a solid understanding of who we are, what we want and what questions we have, we’re more likely to find a role that helps us sleep better at night.
The Job You Crave
Before diving into the job search, it’s essential to understand what the central driver should be. Look inward and decide what you’re looking for. A company that aligns with your values? Steady income? Better benefits? Either way, get your priorities straight first.
Whether you’re a junior employee or an executive, switching companies can be challenging and nerve-wracking. In my younger years, the job search was largely centered around compensation, titles and other growth markers. As I progressed, I focused more on the company’s vision. But you don’t need to be in the C-suite to care deeply about a company’s mission and values, especially with the opportunities enabled by remote work and greater flexibility.
I realize it’s easy for me now to say taking a job just for the money isn’t worth it. At the end of the day, we all have bills to pay. But the importance of vetting an organization’s values and culture isn’t limited to the altruistic — companies with great cultures report increased productivity and quality of work (meaning better profitability too) and higher retention. Good cultures encourage us to work harder and be better. By chasing culture and impact over titles (when possible), you’re setting yourself up for stability and long-term success.
Start by thinking back to times in your career that you were truly happy. What were the contributing factors? Aim to replicate as many of those elements as possible.
Lean on your network throughout the process. Sometimes others know you better than you know yourself. Ask past colleagues, friends and family what you’re best at. How would they describe what you have to offer or what gets you the most jazzed? In my experience, some of the best connections happen before a job is even posted. Continue to keep in touch with mentors — you never know when they’ll tap you for a role they know you’re destined for.
Timing matters, too. If you need to jump into a new role quickly, try to avoid a rebound. Hasty decisions can result in whiplash — which is dangerous for both employees and employers. Rather than taking the first option that presents itself, pause. Envision yourself doing the work. Don’t trick yourself into thinking a job is for you just because it’s in your grasp. This is how repeat layoffs or departures happen. An employer considers all angles before extending an offer. As a candidate, you should feel empowered to be just as strategic about accepting it.
More than anything, it’s critical to be upfront about who you are, both to yourself and interviewers. Inauthentic interviews lead to dissatisfying jobs. Think through the questions you need answered. Make your list of non-negotiables before you receive the offer. From there, you can better sniff out exactly what you’re signing up for — and know if it’s worth your time.
The Void You Fill
We often forget that the job search is a little like dating — it’s about two parties making a commitment to each other. Before making a commitment, both sides need to understand the other’s wants and needs. That’s why eHarmony asks its users six hours worth of questions. When it comes to employee/employer pairs, a quick application and interview process won’t cut it.
What I hate about the job-seeking process is that we traditionally think employers have the upper hand. We frame open roles as a prize you need to dazzle them to win. But I don’t view it that way. To me, companies have a void that they desperately need to fill with the perfect puzzle piece. They should be as committed to the process as the job seeker. If they’re late, unresponsive or all-out ghost you, you probably wouldn’t want to work for them anyway.
Typically, employee departures create this void. But the open role is more than simply a workload that needs to be picked up. Employers need to think through what’s missing from both a work and culture perspective. What type of energy did the previous employee bring? How did they provide value beyond their deliverables? It’s about the people fit, not just the job description.
For job seekers, understanding these nuances can be tricky. That’s why employers should encourage questions at the start of interviews, rather than the classic “Any questions for me?” squeezed in at the end of an interview. Questions that can help interviewees vet organizations include:
- Why do you need to hire for this role?
- What would make me the right fit?
- How often do you reevaluate job duties and descriptions?
If the answers end at, “The previous person left,” the employer clearly hasn’t put enough thought into what they need and how you can meet that need. “We have a client that requires your level of expertise,” is a fine answer. But even better would be, “We believe you have the skills to contribute and think this is a great place for you to grow.” Organizations need to prove why they want you on the team, beyond title and salary. Then as a follow-up, job seekers can ask themselves, “Is what makes me interesting to this employer enough to make me happy?”
What Your Shared Future Holds
Once you’ve begun a new job, the vetting process continues. We’re always conscious of how our employers are serving our careers. Like all relationships, the employees and employers who experience long-term satisfaction are those that recognize both parties are always changing.
You might sign up for one thing and then happily make your way toward a different role. This constant change requires frequent, collaborative reanalysis. For example at Brooks Bell, we periodically rehash job designs. Titles might stay the same, but individuals’ goals, initiatives and interactions across departments evolve. At the same time, employees need to remain conscious about how well employers are holding up their end of the relationship and whether or not they’re keeping the promises made when you signed on.
When will you know that you found the right match? I don’t think a big pay increase or promotion is an accurate signal. Instead, six months in, evaluate your voice in the organization. Do you feel heard? Is filling that void filling your own cup? If not, it may be time to move on.