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RSS feedsWe all know - and secretly despise - someone who really loves their job. They're usually the one who knows when the company picnic is, and the names of the boss's kids. While most of us fantasise about winning the lottery and telling the boss where to go, there are those who have the good fortune to work for a company they actually like.
Getting the lowdown on a potential employer is one of the biggest challenges facing job hunters, however. How can you be really sure whether the training scheme is all it's cracked up to be, or if the promise of relaxed working conditions is anything more than hot air?
The good news is that, with a little preparation, anyone can spot a good employer. The bad news is that there's no single thing that makes a company right for you - a great employer for one person can be the job from hell for another.
"A good employer will give out as much information as possible," says Emma Howell, graduate recruitment manager at Tesco. "Too many companies see recruiting as a sales job, but it should be about providing applicants with information that isn't controlled."
That means traditional sources of information aren't always the best, according to Carol Weatherall, head of resourcing at investment group eVentures. Company brochures and stories from friends rarely tell the whole story, she warns. "The brochure is as objective as any other sales pitch, and friends at the company can only give a single point of view," she says.
Weatherall also cautions against blind faith in the testimonials provided by employees wheeled out during the recruitment process. "Remember - peer endorsement is one of the oldest techniques in advertising," she says.
Instead, look for relevant trade magazines and broadsheets - always guaranteed to dish the dirt on the company's doings. These sources can also provide valuable insight into the company's overall performance, says Andrew Swift, joint managing director of Price Jamieson Recruitment. "Financial health is the most important factor in a good employer," he says. "Without it, everything stops."
Swift also advises checking the company's website and recent press coverage for evidence of its commitment to technology. "For IT staff in particular, it's essential that IT is no longer seen as a back room function," he says.
"You need a company that recognises the importance of IT, and the value of cutting edge trends," says Josh Sparks, head of ebusiness at recruiter Robert Walters. "As an IT professional, this suggests a job that will be challenging, stimulating and rewarding."
Use the web
Information on a company's website is usually plentiful, and can include annual reports, corporate presentations, press releases and details of other vacancies. "This will be a good start unless the company doesn't have a website - which in itself says a lot," says Sparks.
The web has opened other opportunities for the lowdown on employers, says Swift. "You should also look for relevant chatrooms, where employees and partners may discuss the company," he says.
Putting this information together should give you a good picture of what sort of company you are dealing with, although you may need to read between the lines.
For example, a company which is suffering falling profits should set the alarm bells ringing - you might face budget cuts, recruitment freezes or takeovers. "A good employer begins with a successful company," says Sparks.
Financials aside, a characteristic shared by all great employers comes under the rather nebulous heading of 'culture'. This is harder to assess, but begins with the job itself. Look for an employer which will ask you to take on new tasks, roles and responsibilities, advises Weatherall.
"People are motivated more when they are challenged and learning. It's the single most important thing in making a job enjoyable," she says.
Face to face
The interview is your main opportunity to assess what sort of culture you're letting yourself in for. Too many candidates approach an interview as some kind of test on the part of the employer, however. As a result, they don't ask the right questions. "You can't ask intelligent questions about the future growth of the company if you haven't done your homework," says Sparks.
This is your opportunity to probe the interviewers, says Weatherall. "It's crucial to go beyond the obvious questions, scrutinise the people, the culture and the aspirations," she says. "Ask all the people you meet why they chose to work for the company, for example."
That isn't to say you should skip the traditional interview questions. Asking about terms and conditions, and the exact job description is common for a reason.
"Use the interview to get a clear image of exactly what the role involves, otherwise the working conditions and status of the job can come as an unpleasant shock," adds Weatherall.
Questions about the company's competition make you look as though you have an appreciation of the commercial aspects of the business, and the answer can give a sense of the culture. "A poor employer is most often one which thinks it is ahead of everybody else and doesn't have to watch the competition," says Swift.
Strategic questions can reveal whether the company has a culture of open communication and honesty. Questions about business plans can reveal how well the organisation is able to communicate its plans to staff, and thus how high morale is.
"If you're asking about the company's future plans and the interviewer doesn't know them, this could be a sign of poor communication," says Sparks. "A company where people are nervous about speaking their mind makes for a poor culture."
Career progression
Of the stock questions, perhaps the most important is how your career will progress within the company.
"Career progression and timelines are crucial," says Weatherall. "You need to ask questions that ensure that this opportunity will add skills to your tool bag to take to the next role, whether it is with that company or another."
How will performance be measured, and what will the results be? "Ask what the longer-term prospects are, and what encouragement is given to undertake further training," Sparks advises. "However, don't let your enthusiasm for future roles outweigh the position on offer. You don't want your employer to feel that it may lose you after six months of training."
If a company claims that it is only a short leap from your new job to the boardroom, ask for proof. "Find out how your interviewer progressed through the company," says Sparks. "This will show if the company has a policy of promoting people internally, or if all vacancies are advertised internally in the first instance."
An interview isn't only a chance to meet a potential boss and the head of human resources - both of whom will be on their best behaviour. It's also a chance to check out the offices of the potential employer, meeting everyone from the receptionist and the secretaries to potential colleagues. "Look for humour, people smiling, positive attitudes and a sense of momentum and pride," says Weatherall.
If your interview is first or last thing, see how many people are in the office, she advises. This can be a sign of people being forced to work long hours and put in 'face time', or a company where employees want to be in the office.
Where possible, put in a request to meet people in the department where you hope to work - a company that can facilitate this is likely to have less to hide. A few hours may not seem a lot, but as everyone in human resources knows, one cynical manager can destroy a carefully crafted corporate image in less than a minute.
Paying the price
The biggest no-no, the experts agree, is to be too concerned with the financial package at an early stage of the recruitment process. Not only is this off-putting to potential employers, but it also misses the point: at the end of the day, salary is rarely what makes a good employer.
Don't let pay be your only criterion. "In the current job market, some companies are increasing pay and conditions, but you need to weigh up these benefits against career progression, training and culture," says Sparks. "A large salary might mean long working hours or poorer conditions."
Some companies now offer a menu of benefits, from which they can select those most relevant to their situation. For example, a commuter might value a company car, whereas a parent might prefer the option of flexible working hours. "I think that flexible benefits will be far more important in the future," says Swift. "It's certainly a way for employers to differentiate themselves."
While it's important to be flexible on salary and working conditions, remember that perks might be the first thing to go if the company needs to save cash. "A company that isn't paying the going rate will suffer resentment and higher turnover since it is unlikely to be willing to develop or train staff," says Sparks.
Above all, be realistic about training and salary increases. "At the end of the day, even great employers are in business to make money, so not all of your requests will be met," says Spark. "There may be other reasons that you may not be aware of that are stopping your company from offering this."
Just because one person thinks their employer is great, doesn't mean you would be happy there. "Companies big and small are made up of units, and no company can hope that all of its departments are great for all candidates," says Swift. "An employer can be great for one person but the opposite for another."
Time to move on
There also comes a time when a great employer begins to look less great. "What may be a great employer at one stage in your career may not be great as you progress," says Sparks. "That's when it might be time to move on."
"Most people know instinctively when it is time to move on," he adds.
There are three points at which you are no longer with the best employer for you, he believes: "Either you don't look forward to going to work in the morning, you've lost your commitment to the company's success, or you feel that the company isn't willing to help you in your career aspirations."
When this happens, it can be difficult to find motivation. "Even so, you have to take control of the situation," says Sparks. "Consider your own objectives in terms of your career, and arrange to meet with your line manager to discuss your concerns."
"If you are uncomfortable with the culture or the integrity of the company, then you are working on a mission to fail," says Weatherall. "If you have explored alternative routes in the company, and you cannot grow there any longer - that's the time to move on."
You can make the most of your time with a poor employer by taking the opportunity to squeeze every drop of knowledge from your time there. "You can progress with poor employers by gaining experience," says Swift. "This is the best way of getting the job - and the employer - you really want."
See also:
All IT Careers and skills
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