Reduce risk of changing jobs

Starting a new job can be the beginning of a great new life or a short stroll into a street called trouble.

Forming an accurate and realistic picture of what a job is going to be like before you start makes all the difference, says Bill Rehm, CEO of Kase Consulting Group.

"If you don't make an effort to find out what the good, the bad and the ugly about the job is and it's not what you expected it to be when you start - well I'm sorry - you deserve all the misery you're going to get."

Rehm says everyone involved in the recruiting process, including the new manager, consultant and human resources has a responsibility to make sure the new worker knows what they're getting into. But at the end of the day it's the new recruit who must make sure they have certain questions answered before they accept a new job. Ask questions such as:

* Is this a new job?

* If not, what happened to the person that was in the job?

* What do you think they would say is the reason why they left?

* Would you let me talk to them?

* How much opportunity is there to gain a sense of achievement in this role?

* Will I receive the proper training?

* How will my manager help me anticipate obstacles?

* Will there be a senior person to show me the ropes?

* Will I receive feedback frequently as to how I'm doing? (both formally and informally)

* Will my manager be more of a coach or a critic?

Rehm says new hires should not be timid about asking these questions to make sure they have a proper preview of the job.

"The applicant should ask questions. The war for talent is over. The employees have already won. We have a shortage of skilled people and that shortage is only going to get worse. But the battle to retain good people is ongoing."

The job preview should include detailed information about organisation, the job and where the job fits into the overall scheme of things. It includes information about the reputation, benefits and remuneration of the organisation, the detailed job duties and information on the boss's management style. How do they treat their employees? Are they a good coach? Are they trustworthy and fair?

But Rehm says that since most people leave their jobs due to their relationship with their immediate supervisor, learning about the new boss is essential.

"At minimum, the hiring manager who's going to be this person's new boss should personally make the job offer. Make an effort to sit down with the person and address any concerns this person has beforehand."

Rehm suggests taking an informal tour of the work environment and where you might work day to day. Perhaps have lunch with someone who would be a future colleague. If they don't have time for you now then how much time will they have for you once you start?

"The way you are treated and handled during the recruitment process reflects how you can expect to be treated and handled once you're an employee."

John Martins, senior consultant at Sheffield, also advises job hunters to play close attention to recruitment and trust your gut.

"If you're going through a recruitment process you have to feel good about the process. If you don't then chances are this is not the right move for you."

Martins says to ask yourself if you feel comfortable with the people. Do they seem credible? Have they been punctual, polite and timely in getting back to you? Have they kept you informed throughout the process?

Martins agrees that your relationship with your immediate manager is the single best predictor of whether you will stay and develop and grow in the role.

"What is the nature of the person I'm going to be working for? What's their management style? What's their style of delegating?"

Martins says when considering a new role, you need to be careful and do your due diligence.

"You should be going through the same process as if you were buying a house. You've got to find out as much as you can about that organisation."

"Anybody entering the employment market needs to realise that this is an important decision they're making and they have to have their wits about them."

Martins says he's seen horror stories where the reason a person left was misrepresented. In some cases the previous person was simply incompetent and the new recruit walked into a huge backlog of a mess.

"It is not uncommon for positions to be misrepresented and for some organisations to misrepresent themselves to attract staff."

To make sure you're comfortable making your next career move, do your homework to make sure you have an accurate job preview. It could save you a lot of stress.