"It is important to know why the person before left to be prepared for the role and its demands," says Rona Borre, president and CEO of IT Talent Management Firm Instant Technology. "Was it not a right match, not correct skills, too much pressure, short or unattainable deadlines, too many hours?"
3. Research the Company
Find out as much as you can about any prospective employer. What is the company culture? Track down financial information and research its social presence. Do a Google search on the company and look for news stories related to it. Are they about to launch a hot new product? Are they in constant litigation? What do their employees say in social media? There is likely a wealth of information out there for you to tap into if you take the time. Furthermore, knowing the company's products and services will help you formulate questions and shine in interviews.
When looking at the company's financials, here are few things to think about: Is the company trending down? What if the company's stock is nose-diving? Do you think you might reconsider taking the position? You can glean some information from sites like Glassdoor.com and Hoovers.com. "If the company is public you can get access to annual reports. If a person is a high enough level candidate they can request this information," says Simpson.
Another avenue to explore, says Colleen Hughes, vice president of human resources for CompTIA, is employee satisfaction surveys. "Ask if they [the company] measure employee satisfaction and how often is this done. The answer can give you a lot of information on how the organization views employees," says Hughes.
Knowing as much as you can about a prospective employer is only in your best interest. Know what they do, what their products are, what people are saying about them in social media. There are number of places you can find this information--for example, Facebook, Twitter, LinkedIn and Glassdoor, to name only a few.
"If you look at a company and they haven't they haven't had a new article or product or something new and significant in the last 12 months that would require further investigation," says Lilly.
4. Get It in Writing
"Having it in writing just nails it down makes sure everyone is on talking about the same thing. It's just good business practice," says Simpson.
Experts agree that the offer letter should include some specific information and any points that you negotiated. "Offer letters should contain salary, duties/expectations, holidays/paid time off, benefits, start date/report to location and contact info," says Borre.
If something isn't right call HR or the hiring manager and ask. "Make sure you get all questions answered before accepting the offer. If the organization does not want to take the time to answer your questions before you begin employment, they probably won't give you much positive attention after you begin," says Hughes.
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