5 Ways to Figure Out If a Job Is Right for You
Author: Roxanne Calder
Have you ever landed a job or internship that you were so excited for, only to feel like accepting the offer was a mistake? You’re not alone.
In a recent survey of 2,500 millennial and Gen Z applicants, 72% of respondents were surprised or regretted accepting a role because the position or company was very different from what they were led to believe it would be, and 41% said they would give the job just two to six months before leaving.
Here’s the thing: Just because a role seems like it will be the perfect fit doesn’t mean it will be. And just because a job seems like it might help you advance in your career doesn’t mean you should always take it.
Just as employers evaluate you, you should also be evaluating your potential employers. It’s all about taking the time to know what the role will entail and how the organization will (or won’t) align with your values, potential, and career goals.
Apply to a Job, Even If You Don’t Meet All Criteria
by Janet T. Phan
Imagine this: You log on to your favorite job posting website to look for a new role. As you scroll, you stumble upon a job that looks perfect! You’re excited to apply based on the description, but then, your hopes and dreams are squashed by the “required skills” or “years of experience” section.
All too often, people don’t apply for a new position simply because they don’t hit every single one of the criteria included in the job description. Research shows that while men and women share similarities in how they browse and look for jobs, women are 16% less likely to apply to a job after viewing it, and also apply to 20% fewer jobs than men.a The reason? A report showed that women hold back if they don’t meet 100% of the criteria, while men usually apply after meeting about 60%.b In both cases, those who don’t apply usually hold back because they feel they won’t be hired without checking off all the boxes, so why waste their time and energy?
This presents a big challenge, especially when most entry-level jobs still “require” a year or two of previous work experience. If you’re just out of school or still new to the workforce, don’t let this or other so-called requirements limit you. Instead, follow these tips:
• If you’re a college graduate, count internships relevant to the role in your years of experience.
• If you’re five years into your career, and the criteria asks for eight years, apply. This goes for all roles—there’s typically two to three years of wiggle room when it comes to work experience.
• If you meet about 60% of the criteria, apply.
No matter the end result, remember: You’ll never be considered if you don’t apply. The key is getting that first interview. After that, it’s up to you to craft your work history and experience into a story that convinces the hiring manager you’re right for the role. Commit to showing up for yourself in this way. The reality is you won’t land all the roles, but you might land one. And you’ll never know if you don’t try.
So when you find a role you think will help you step up in your career, take these steps before accepting an offer to make sure it’s the right move for you.
1. Validate the Job Description
Job descriptions, when used correctly, can provide you with great insights about a company or a role. They can clue you in on the responsibilities you would hold, reveal how your performance will be measured, and even help you evaluate your current skill sets.
Use platforms like LinkedIn or the company’s website to start your research. On LinkedIn, view the profiles of people who might be working in similar roles at the organization. Their work history, background, and qualifications (skills and expertise) can help you get a realistic sense of the role and evaluate your own skill level. For instance, if you feel the employees you find are far less experienced than you, it might mean the role is too junior for you—despite the title. Or you may notice that you need to upskill to strengthen your application.
On occasion, a job description might use words or phrases that sound confusing or vague. For example, the phrase “conflict management” could mean anything from “communicating clearly with customers” to “leading complex projects” to “recovering from mistakes quickly.” Similarly, a “senior” job title may not always equate to a managerial or high-level role depending on the size and structure of the company.
Keep in mind that—unfortunately—not all job descriptions provide an accurate representation of a role. Some may be outdated or pulled together perfunctorily. So, approach them with a critical mindset and don’t be afraid to ask questions about the description during your interviews.
2. Pay Attention to the Company Culture
Every business has a culture: the values, habits, and behaviors that define their day-to-day work environment. If the culture is a good fit, you’ll likely feel comfortable and confident bringing your whole self to work. If it’s not a good fit, it may be more difficult for you to grow and learn in the role.
To understand a company’s culture, pay attention to how they communicate with you from day one—the first email they send, the first phone call you have with their recruiters, your job interviews, and even follow-up emails. After each exchange, stop and consider how you feel. Are they transparent, genuine, and empathetic? What is the tone and demeanor of the people facilitating the process? Are they interested and eager to learn more about you? Nerves aside, is it easy to be yourself and ask questions?
If you’re attending an in-person interview, observe your surroundings. Even when waiting in reception, strike up a conversation with employees who may be passing by. A lot can be uncovered through a three-minute chat.
During the interview itself, ask the hiring manager detailed questions about the environment, culture, and communication practices the team prefers. For example, if you’re an introvert, you may want to understand how your potential boss collaborates with different personalities. You can ask:
How are mistakes handled?
How is success measured?
How has the team resolved a conflict or a difficult situation in the past?
How do managers communicate with and lead people from different backgrounds?
How will I be supported if my boss works in a different time zone?
What are the avenues for growth in this role?
Will I be supported if I want to upskill?
Ask about employee turnover, internal promotions, and lateral moves—and with each question, probe the hiring manager for specific examples. (If their answers are vague, that may be a negative sign.) Pay attention to their language and tone. Do you mesh well? Would you feel comfortable with this person setting goals for you and giving you feedback? This goes for potential team members as well. Should you get the opportunity to meet them, ask yourself: Can I see myself working with and depending on these people?
3. Discuss Salary and Benefits
As soon as you can, determine if the salary of the role matches its market value. Websites like Glassdoor and Payscale usually have information about the market value of specific roles in different locations. You can also talk with friends and peers who work in similar fields or positions.
If the salary isn’t disclosed in the job description, ask the Human Resources person facilitating the process about how compensation is determined. If you’re directly in touch with the hiring manager, bring it up during the first interview. You’ll need to walk a careful line—avoid coming off as money-hungry, but also show that you take compensation seriously and consider it an important aspect to consider.
Questions you can ask include:
Will compensation be structured according to my previous income and experience?
Does the company have internal salary bands or any external management consulting firm conducting research to determine fair pay?
How are bonuses and benefits rolled out?
Don’t forget about health insurance, childcare, pension contributions, parking, travel allowance, vacation, bonuses, parental leave, well-being and work-from-home policies, flexible schedules, and other benefits—these are just as important to consider as salary. Even if the pay is not competitive, robust and inclusive benefits can add to the overall compensation and, importantly, signal how the company values and takes care of its employees.
4. Conduct Your Own Background Checks on the Organization (and the Manager)
Most companies are going to check your references—and you should do the same for them. If joining a large organization or well-known brand, this information may be easier to gather. Websites, articles, press releases, and annual reports will uncover a lot. You can also dig a little deeper to learn about their reputation and integrity by messaging former employees on LinkedIn. If the business is a startup or new venture, research the funding and investment to understand if the company is financially viable and has the potential to grow. When it comes to your potential boss, check out their LinkedIn profile, website, or other social media platforms. This will give you a look into their educational background and skills, as well as their views and values. Getting to know your potential coworkers better before actually starting a role may help you better understand the environment you could be working in.
5. Refocus on Your Career Goals
Your decision around whether to accept or decline an offer should at the end of the day be driven by your interests, values, and future goals. Envision where you see yourself at least two years from now. Do you want to work for a legacy brand? Do you want access to training and development? Do you want to progress quickly? More money? More free time? More purpose? There are no right or wrong answers.
During the interview process, share your goals with the hiring manager. This is a good way to determine if the organization can deliver on your expectations. For instance, if you want to pursue higher education in the future, ask if there is a work-study policy. If promotions are your motivator, ask how people on the team have grown and progressed. If you’re looking to hone your technical skills and work with the best people in the business, ask about mentoring opportunities or development programs. You can even ask the manager what they expect of the role two years from now. How do these expectations align (or not align) with your goals? Being clear and transparent about your priorities during the interview process will help you make the best decision and avoid career roadblocks when starting a new job.
At first glance, this may seem like a lot of work. But the more you engage in the process, the more confident you will be in your career decisions. The workplace is now transforming into a place where we bring our whole selves, not just our skills and expertise—and both employees and employers are driving that change. You deserve to find a role and a company that works for you and your career goals just as much as you work for them.
QUICK RECAP
Just as employers evaluate you, you should be evaluating your potential employers to ensure that a role will align with your goals. Here are five things you can do:
• Use platforms like LinkedIn to ensure the job description is accurate for the advertised role.
• To get a feel for company culture, ask questions during the interview process about how they typically handle mistakes, measure success, and support growth.
• Ask about compensation and benefits—fair pay and inclusive benefits can signal that the company values its employees.
• Check the company’s references by reaching out to former employees on LinkedIn.
• Envision where you see yourself in two years. Share your goals with the hiring manager to make sure the organization can deliver on your expectations.
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