The Great Resignation has been an
Twenty-one percent of American workers took a new job in the past year, according to accounting company Grant Thornton. Of those, 40% are already looking for another job. While workers may have been unhappy with their compensation or benefits, time may have revealed that the company's work culture was just not the right fit. But uncertainty surrounding a new employer can be avoided, says Sid Upadhyay, CEO and co-founder of WizeHire, a hiring platform.
"Hiring is not a transactional thing — these are long relationships," says Upadhyay. "Much like how employers will do a reference check, don't hesitate to check the employer and understand what their organization is like."
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Before the interview date, Upadhyay advises that candidates do a deep dive into a potential employer, from looking at reviews on sites like Glassdoor and Indeed to connecting with potential team members and peers over a site like LinkedIn. This may not only help inform the candidate on what questions to ask during the interview, but it can reveal red flags sooner rather than later, whether they appear in the shape of particularly nasty reviews, or current employees' hesitancy to share their experiences.
"People should always be looking out for what other people are saying about the organization," says Upadhyay. 'Someone that is new to the workforce should especially dig deep and look for more insights on their employer just to ensure that they have a great stable role."
Upadhyay even recommends scrolling through customer reviews to get an understanding of the image and trust the public has in the company. However, in any review, candidates should use their discretion and decide whether the comment is relevant to their own expectations.
"Organizations like those in finance that are bringing people back in an office are now facing a non-trivial amount of negative reviews," Upadhyay says as an example. "But if you are embracing and excited about in-person working, I wouldn't focus so much on those reviews. It's not always black and white."
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When the candidate reaches the interview, it's then crucial they ask the right questions to better understand what the organization is actually like, versus how it wishes to be portrayed in the interview. Beyond asking about what the day-to-day responsibilities look like, Upadhyay encourages talent to ask the interviewer questions like how they feel about the state of the business and how the organization responded to the early part of the pandemic. Although candidates may not get a straight answer, they could also ask if this role is indicative of growth or if the company is backfilling for someone.
Given that a recession is likely hitting the U.S. economy, Upadhyay believes it's vital to be aware of broader industry trends.
"Great questions to ask here are, 'How is the organization talking about the economy right now?' and 'Has the business talked about plans for a downturn?'" says Upadhyay. "There may be only so much that an interviewer is able to disclose, but it may help you get a feel for the health of the business."
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If interviewers have trouble answering these questions or seem to avoid giving an answer, this points to a possible red flag or lack of transparency. In fact, one of the best "green flags" a company can have is transparency driven by not only straightforward answers in interviews but public data on the company's growth and DEI efforts, says Upadhyay.
Still, not every organization will be as easy to read, and it may be up to candidates to determine the pros and cons of their next employer, especially as the state of public health and the economy remain up in the air.
"We're going through a period of a lot of uncertainty," says Upadhyay. "Everyone has to do their due diligence and ensure a company does not have a red flag."
