Questions You Should Ask Yourself Before You Accept A Job Offer

 

You received the good news - you are hired! Are you going to sign on the dotted lines and call a party for celebration immediately or take some time to do a bit of thinking work first? Although we hate to admit it, most often than not, we allow our emotions to get the better of us and rule most decisions. If you find yourself accepting an offer when… “I think I’ll take the offer since the hiring manager is so gorgeous”, then this is a red flag. Knowing this is part of our human flaws, we should develop some kind of formula to help us to be as objective as possible so that our decision will be a “thought-through one” backed by good common sense.

So what are some of the relevant questions you should be asking? Perhaps this list will be helpful.

1. Is the job scope what I’m looking for?
2. Can I perform the job? [to be found incompetent can be a stressful ordeal]
3. How stable is the company? Have I done enough research?
4. Can I work with my immediate superior [usually the Interviewer]? Do I think we have a good working chemistry?
5. Is the location appropriate? Can I see myself traveling to the office day in day out in the next few years and will not be affected by the distance?
6. Does this job provide me the opportunity for growth? If I have to leave the job in two years time, what kind of opportunities await me? [similar to if you are buying a new car, the question is,  what’s the resale value?]
7. Am I fine with the business philosophy or ethics practiced by the company?
8. Is the package offered a fair and reasonable one?
9. I started out hunting a new job with this reason – is this being answered upon me taking this offer?

If your answer is “Yes” to all or at least 80% of the questions, then you should open your champagne to celebrate. But if you answered “Yes” only to 50% or less, this opportunity is probably a questionable one. If that’s the case, take some time to evaluate again. This exercise seems simple and sensible enough and the questions are by no means exhaustive. You might want to add a few more that are unique to your situation. The purpose of this approach is simply to make you think.

Do not accept an offer without much thinking and when another better offer comes along, you change your mind. That’s bad job ethics. Never accept an offer when you are not sure you are going to start work for certain.

What Really Annoys Me… (telling this to Hiring Managers)

Time and again, we hear grouses from employers about the lack of ethics on the part of the job applicants. I think we should sometimes turn the table around and find out what the other side has to say. And mind you, they have their portion of complaints too.

So here you go… the things the Hiring Managers/Employers do that annoy the job applicants.

1. Was told during the interview that the applicant’s experience does not match with the job scope. You got to be kidding? And ends with this, “I’m sorry. I was too busy. No time to read your resume beforehand.” A “Sorry” is not quite good enough, don’t you think so?

2. Being interviewed by several people at different times and questions asked were repeated. At the end of the day, the applicant suffered from a hoarse “sexy” voice. C’mon, can the employer plan ahead and get their act together?

3. Called in for second interview and was told the company can’t match the asking pay and therefore can’t offer the job to him/her. This is a waste of time and needless to say, giving false hopes to candidates as most often than not, a second interview usually ends with the deal sealed. On another hand, it’s amusing because a rejection can always be done via a phone call or email. Is the employer trying to be courteous? Then you got it wrong!

4. Verbally offered the applicant the job but changed their mind after that. Whatever explanation given after, no amount of justification can mend the damage. If an employer can’t keep his word, that speaks a lot about the company.

5. The classic one has to be this: made to WAIT for a job interview, not 10 minutes but it can be as long as an hour. Where’s the respect? I think employers should not justify their action by saying it’s a test of patience. Lousy excuse.

I believe job search ethics apply both ways. If you want the applicant to respect your time and be punctual, you should do the same too as the Hiring Manager. Agree?

Do you have an annoying experience to share with us?

When Is It The Time To Move On?

A group in Linkedin by the name of Connect: Professional Women’s Network,Powered by Citi recently has a discussion on the subject above and managed to garner a number of great responses. 

I think it’s a valid question because we do ask ourselves sometimes. Probably the fact you are reading this, this question is at the top of your mind now. I think it’s great to know the signs or indicators because moving on is a huge decision when the answer might just be a short vacation.

So, what's the best gauge? 

Perhaps the following responses might give us some clues:-

• In general- a good indicator is- "Am I getting energy from this job or losing it?"
• When you are bored more often than not....when you are not using the creativity of which you are capable....when you can afford it. It's always good to blend practical decision making with job satisfaction percentage.
• Prior to setting up my own business, for me it was when I no longer felt challenged in what I was doing and found that I was getting bored and restless.
• Realizing I am losing more than I am getting from work. This happens over a course of years. When I feel like work is draining me in a negative way, it's time to assess the situation.
• When you show up for work, and have no more ideas for the company or the office itself. If everything has truly dried up, and you risk becoming a robot at work, time to move on.
• I believe when you feel you can no longer do what you do best the majority of the time and you don't feel as though you are learning and growing in that role, or in that organization, it may be time to move on. Also pay attention to your internal clues will tell you. If you feel drained and the thought of going to work really weighs on you, it may be time.
• I always encourage people to look for signs that they are valued more outside their company than inside. When your company takes your skills or contributions for granted or doesn't seem to value what you bring to the table as much as people you collaborate with externally, it may be time to start conversations with those who value you more.
• The proportion of time spent using strengths is a good indicator of whether or not one is personally fulfilled in work. When the majority of the time--not just a day or week, but the overall pattern of work hours--is spent on areas other than strengths, it's time to find a different role, different company or different career. There needs to be an alignment of head, heart and gut for a position to work well. If one is out of line, it's time to make a change.
• I have 2 triggers both learned over a long life of mostly great jobs.
  1. When it is clear that your skills aren't appreciated at the level you need personally.
  2. When your skills and compensation level don't match. The appreciation sometimes has more value than the money. Maybe the best indicator is when all you get from an annual review is another job title. If you are getting more responsibility and no compensation then something is wrong.
• When you realize your values and those of your employer have diverged so wildly, there is no possible way to continue on the same path. When you are getting the accolades, but not the promotion. When you are offered no opportunity to grow into the role you know you can excel at, because your supervisor won't recognize your potential in anything but the niche you've already been assigned in his/her mind.
• When the job is no longer fun. When getting up and going into work gets harder and less enjoyable and becomes more like a task and just walking through the door makes you unhappy, then it is time for a change.
• You move on when you get up in the morning and think Oh S---! I have to do this again!
• Satisfaction comes in many forms. I realize that financial security is not my big motivator, and perhaps that is because I've not had the experience of living on the edge financially. I am very conscious of the limitations of time, and I consider the use of my time as an important measure. If this is my last day, how do I want to live it?
• I like the "Grow and Go" technique. Whenever I feel that I have gained sufficient knowledge to do all that my position requires and it no longer presents a challenge to me, then it's time to move on to the next level. If that's not possible where I am, then it means looking outside of the firm. I don't think a person should stay in a position until they are bored, depleted, or doing just enough to get by.
• For me, it starts with prayer and the direction God is taking me. If I'm working for someone else it's when I know that I've given everything I have into it and am still hitting a wall. I've honored my leaders... I've given the best of myself into a role and in the job... I've done all I know to do to stand strong. I haven't quit or given up just because it was hard. I went beyond my emotions and kept trying to "make it work". --Years ago someone told me if you don't have peace don't "do this or that". In a "role" or "job" when I no longer have peace that I'm in the right place for my life, and I can sincerely say I've given it everything, it's time to go. All of that is wrapped up in what God is speaking to me at the time.
• Life is not about being stagnant, we have so much to live for and strive for and all we have to do is keep trying new things, venture out, find your spot in the glory of the sun as it shines on your lovely being!

From the comments above, there seems to be a consensus on the point when you feel bored, undervalued and not challenged, then it’s time to pack your bag and go.

Don't underestimate ourselves - we can out-grow our jobs!

But that’s the “push’ factors, those that affect your current position. On the other hand, we can have “pull” factors, say in the form of an amazing opportunity that is too good to be missed out. That is definitely a sign we should deeply consider. 

Can Your Boss Call Or Message You When You Are On Holiday?

“I know you are on vacation, but can I get hold of you if I need to check on something?” 

Sounds familiar?

Many years ago when I first started working, hand phones are a rarity. They belong only to a privileged few. So if I’m on holiday, I’m on... holiday, literally. No phone calls, no messages. The office can get burnt down for all I care and I won’t be penalized if I got to know it only after my holiday. 

Those days are gone. And I kinda miss it, darn!

With the advancement of technology, the gain is connectivity, the loss is privacy. 

Most of us would agree it can be annoying when your boss called while you are in the middle of sipping your freshly squeezed orange juice on the beach. It’s anti-climax because you want your mind to be transported to another world without your boss stalking you. 

So, is it legal for your boss to even call you?

Let’s be clear about one thing. The Labour Laws do not provide a clause to ban employers from calling their staff during their holiday. At the same time, it does not say you have to answer all calls from your boss regardless whether you are on holiday or not.

So, it’s up to you to work things out. Logically if you are a responsible staff, you want to stay responsible regardless whether you are on vacation or not. Hence, you might want to pick up the call. 

But honestly, everyone wants to have a peaceful holiday, a getaway from everything familiar even for just a couple of days. So, how best to approach this?

A suggestion would be to tell your boss that you are on vacation whereby your access to phone calls and messages would be limited. Hopefully, he will get the “real” message. So if you decide not to answer the call or read the message even though the phone was all the while right beside you, you are not going to be held responsible for being irresponsible. 

Yet…it’s still annoying to know there is an unanswered call or unread message. It’s a bother, to say the least. And yes, your holiday is in essence interrupted.

Well, looks like the only way to have a “no interruption” holiday is DO NOT bring your hand phone along. 

But seriously in this time in this century, that’s almost unthinkable.

Is Marisa Mayer Going Backwards With Her Telecommuting Policy?

All Yahoo employees must work in the office by June this year, so said the new CEO of Yahoo, Marisa Mayer. In the past decade with the advancement of technology, telecommuting has been applauded as breaking the traditional 9-5 clock system.

I remember when I first started working the first thing I was introduced in my orientation was the punch card system. Every morning, this little event of making sure my punch card produces black print sweat me out quite a bit especially if my bus was running late. I would be rushing like a mad lady if I discovered that I might get a red print. Needless to say, it’s stressful. I’m so glad those days were over.

With the advancement of technology, telecommuting was introduced. It was good news to many especially for jobs that do not require physical presence in the office all the time. To me, this idea is progressive and liberating. We are after all adults that know our job and what it takes to do a good job. If we do not meet the standards or targets set, the consequences are clear. We don’t need a “referee” to look over our shoulders all the time and certainly the reason of not performing if ever is not due to not enough time spent in the office!

One of the best benefits of telecommuting is that it saved a lot of time – it makes so much sense especially when work can be done in the comfort of a home or anywhere else besides the office – not to mention the stress from beating the traffic and as a result, more time can be spent with family and etc. If a worker can generate same results, i.e., no effect on the job performance, why telecommuting is a bad idea now?

I’m not sure whether Yahoo has done a feasibility study before they came out with this policy or not. If they have hard evidence that concluded telecommuting was bad for business, I would like to hear it.

So far the only rationale of why the shift is that they believe by having everyone in the office, they will have many "fun" new initiatives, people feel "energy and buzz" when they work in the office, and some of the "best" work is done when you run into someone in the hallway. This sounds more like “we wish this will happen if everyone is around.”

I don’t deny physical meetings are powerful and the connection generated from such can rarely be replaced by a virtual set-up. It’s like the Recruiters conducting a face-to-face interview – it certainly gives us more information as compared to a tele-interview or via a google hangout.

However, in our context of work, there are some work like programming and writing that are best done in a place that the individual feels most comfortable – more likely achieved in the comfort of his home. Why restrict that? Of course, there is some type of work in which regular communication with colleagues help, say marketing. And therefore, meet up in the office and brainstorm! Why can’t there be options and flexibility? It’s an irony to see a technology company taking this step.

From the hiring strategy perspective, it might not augur well when companies like Virgin encourages people to work wherever they work best, whether that be from home or from the office.

So, if you are a talent, which company will you choose to work - Yahoo or Virgin?

Social Networks - Your New Referee

It's more or less confirmed social networks are here to stay. Like TV, we switch them on at a regular basis. And unlike TV in which you are the passive spectator, this invites you to be an active participant. It's the best lifestyle invention ever, a great avenue to broadcast your ideas, photos, videos and whatever stuff to a ready audience.

But as in every invention, they are merely tools and whether they bring us good or harm would be entirely up to the user. By now, we have already heard so much about how Facebook can ruin your career. And Zul of Skorcareer had put up a great article on this, in which I had the honor to contribute a small part. So do read up if you have no clue on how it can destroy your career.

What I would like to add on is that social networks had in a way acted as your new referee without the need of the employers asking you to furnish one. Traditionally and it's still in practice today, employers ask for references from potential candidates, and they are usually people who had worked with the candidates before. They make the call, ask some questions and that's more or less a background check is completed on a candidate. But now, social networks like Facebook, Twitter or Linkedin provide a new dimension of background checks. A status update, a comment, or even a profile picture can tell so much about a person's personality, behavior and preferences. In a way, the world is a scary place to live in now. Privacy is gonna be a coveted pursuit one day.

Yes, there are settings you can configure to have some privacy. Do all you want but I figure the earlier we settle with the fact that our lives are no longer private once we have a social network account and active in it, the better it is. So whatever nonsense you and I had posted in the past, we just have to live with it. And accept this fact early - there is no clear line between your private and professional self. The line is getting blurrier as I speak. So you can't really say, I was writing that as a my personal self and now, from my professional self. It's no longer work like that anymore.

But if you truly value your professional self, you might want that part of you to shine a bit more and there's where the promotion of self through social networks can truly help your career. Seriously, it's a great way to advertise you - and furthermore, its FREE. So if you understand personal branding well, use it smartly to your professional advantage.

Love or hate social networks but they are here to stay and they will be used as one of the best reference points by employers. And you can't stop them.

Top 10 Talent Trends In Malaysia For 2013

What’s in store for 2013 in Malaysia? I’m no prophet and do not wish to make speculations that at best remain as guesses but one thing for sure, General Election is certain to take place. And because it’s GE, the results would have some impact on the general economy and that ultimately would very much affects everyone that is either in business or in employment. Whether the after effects of GE will generate positive results or not, we shall wait and see.

If you desperately need some forecasts, there’s one from the Malaysian Government: they had predicted a slow growth across the services sector and oil and gas with more modest growth in manufacturing and construction.

And from this website, Hays  gave their take on the top 10 talent trends for 2013. This is what they think:

1. Use of expats: The Malaysian Government is rolling out changes to its Immigration Department including a new Expatriate Services Division to officially open in early 2013. The new agency will manage services related to in demand expatriate workers. As part of the pre-launch activities, the government issued Residence Pass-Talent (RP-T) status to 21 corporate leaders in “National Key Economic Area” sectors such as business services, oil and gas, financial services and education. This type of Malaysian visa allows people to work for up to 10 years and will be offered to expats with the right skills signalling continuing demand for expat talent.

2. Economic outlook: Domestic demand for goods and services strengthened in 2012 and is expected to increase further in 2013. Malaysia’s GDP is expected to grow by at least 3.8 per cent next year, according to the Institute of Chartered Accountants in England and Wales. Economists from Bank Negara Malaysia and the World Bank are optimistic projecting growth of more than 4 per cent while the Malaysian Government expects GDP growth of up to 5 per cent if global conditions improve.

3. Continuing skills shortage: Skills needed in Malaysia cover both white-collar and blue-collar roles. These include ICT and knowledge workers and those with finance skill sets, as well as building sector trades, particularly welders.

4. Staff turnover: The outsourcing sector is still seeing higher rates of staff churn than many others sectors and this is expected to continue next year. Many younger workers in this sector are increasingly mobile as they search for better pay and conditions in new job roles.

5. Rising salaries: Malaysia this year introduced a minimum wage for the private sector with businesses having until January 1, 2013 to comply. “I would have to agree with economists that setting a minimum wage could help address wage inequality and encourage greater workforce participation rates here,” says Chris. Overall, salaries are expected to see modest growth over the coming year with the largest increases expected for a range of “in demand” roles such as ICT roles, some manufacturing jobs, engineering roles, banking and finance roles and jobs in the pharmaceutical sector.

6. Focus on female workforce: The Malaysian Government has set a target of increasing female workforce participation to 55 per cent by 2015. It is currently about 47 per cent. “Boosting the female workforce participation rates is a way of increasing productivity and addressing skills shortages,” says Chris. “However, Malaysia has a unique problem. Unlike other Asian countries where women leave the workforce to raise families and then return later in their lives, Malaysian women tend not to return.”

7. Need for staff development: The report, Learning, Talent and Innovation in Asia, compiled by the Hong Kong Institute of Human Resource Management and the UK’s Chartered Institute of Personnel and Development (CIPD) and reported in the latest edition of the Hays journal, analysed the talent challenges in six parts of Asia, including Malaysia. It advises Malaysia to follow the Chinese example of investing in talent strategies and helping staff develop business skills, particularly leadership and people management capabilities.

8. Public investment: Malaysia’s public investment, increased by almost 30 per cent in the quarter to June 2012 largely off the back of $450 billion worth of new infrastructure projects. These projects will continue to take shape in 2013 creating jobs and domestic spending.

9. Social media: Malaysian job hunters, particularly Gen Y and Gen X, are increasingly comfortable using social media as part of their job search and personal branding efforts. Malaysian candidates of all ages also appear to have a good awareness of the career perils posed by social media such as posting inappropriate remarks online. Employers are also being encouraged to include social media as part of their recruitment mix but to seek expert guidance to ensure they protect their brand and adequately test claims candidates make in their online profiles.

10. Unemployment Going into 2013 the unemployment rate across the Asia and the Pacific will continue to hover above 10 per cent, but in Malaysia the rate remains very low by global standards. Unemployment increased from 2.8 per cent in mid-2012 to 3.4 per cent for the year but is expected to hover around three percent in 2013.

From the Recruiter’s point of view, I believe growth will continue albeit modest. As for which jobs are in greater demand, I can tell you point 8 on public investment is seeing results - the market is already witnessing a higher demand than usual for construction related jobs. So if you happened to be a Civil Engineer, you can look forward to a good year ahead. Probably a good time to make a move if you have been toying with that idea. Needless to say, when the demand is high and supply is scarce, you certainly have a greater bargaining power. All the best!