6 In 10 Employees Say Job Realities Different Than Expected; Glassdoor Survey

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Ever take a job and it’s NOT what you expected? If the answer is ‘yes,’ you’re not alone.

According to a Glassdoor survey, conducted online by Harris Interactive, 6 in 10 (61%) employees* say they’ve found aspects of a new job different than expectations set during the interview process.

Interestingly, more men (65%) than women (56%) say they’ve found aspects of a new job different than expected.

Check out the table below to see which factors employees say they feel job realities differ most from expectations set:

GD-Survey-Job-Expectations

So who’s responsible for ensuring expectations set during a job interview match the realities of a new job?  The answer: employers and job candidates.

Check out the tips below from Amanda Lachapelle, Glassdoor’s HR director, on what both hiring managers and job candidates can do.

What Hiring Managers Can Do:

Ensure every person interviewing a candidate has a clear role. Each person meeting with a job candidate should be given a clear outline on topics to discuss during the interview. By having a clear plan of action ahead of the interview, you can increase the chances that candidates are getting a more complete look into how the role they are interviewing for fits within the company, while also giving them a better idea into the level of responsibilities required for the open position. In addition, each interviewer should be tasked with talking about the company’s culture so that candidates not only understand what the work will be like, but also how people at the company work together.

Engage in social technology. More than ever, job seekers are taking on a proactive research role in their job search and careers. They’re turning to social media sites like Twitter, Glassdoor and other online forums to learn about compensation packages, company culture and interview experiences. Make sure your voice is heard. If you don’t engage, you’ll be left out.

Engage with candidates before and after the interview. Take the time to reach out – don’t let the in-person interview be your only real form of conversation. Send an email to candidates before and after the interview to ask if there are any questions you can answer about the job or company. Also, don’t be afraid to schedule a follow-up call to add a more human element to your communication so you can answer any additional questions they might have.

Leverage your own employees. While not every employee can interview each candidate that comes into your office, they can help add to the job candidate’s understanding of the company. Encourage your employees to share their opinions of what it’s like to work at your company via social media channels. For example, encourage them to share company reviews on Glassdoor in which they can share the best reasons to work at your company and any downsides they might want others to be aware of.

Be honest. It’s exciting to tell candidates all the great reasons to come and work at your company, but don’t be afraid to share some of the areas that the company is trying to work on and improve. Candidates will appreciate your honesty, plus should they accept a job offer, the excitement that comes with the honeymoon period of a new job will quickly give way to the realities and normalcy that comes with a day-to-day job.

What Job Candidates Can Do:

Identify what’s most important to you in your next job. You may know that you want a certain kind of job and particular kind of company, but that’s only the start of the types of things you should be considering before taking on a new job. Think back to your best work experiences and your worst work experiences – what was it that made them great or what made for a tough working environment – from there, develop a list of questions you can ask and/or research during your job search process. For example, consider what pay range you are most comfortable with, identify what type of work-life balance you are looking for, consider what type of work environment you are most likely to thrive in, and consider what type of working relationship you want with your boss.

Do research. Take the time ahead of a new job to learn everything you can about the company and the job. For example, read the news and find out how the company is being talked about, see what others on social networks like Twitter and Facebook have to say about the company, read company reviews on Glassdoor to get the inside scoop from employees that work there, see if you know anyone who has worked at the company (via Inside Connections) that could give you an added perspective.

Pay attention: What you see is what you get. If during your interview you experience chaos, disorganization and poor communication, these are indicators of what it might really be like if you take the job. Remember, you are interviewing the company as well. The interview is a two way street. It’s your time as a candidate to find out if the company and role embody what you’re looking for.

Clear up any ambiguity. During an interview, were there points raised that weren’t entirely clear? Did something come up in your research that made you not sure if this would be the company for you? If you have a job offer on the table, don’t be afraid to ask your hiring manager with a few follow-up questions to help make sure you know exactly what you are walking into.

Want to help others know what to expect where you work? Share an anonymous company review on Glassdoor.

*For the purpose of this data, “employees” are defined as U.S. adults 18+ employed full time and/or part time and unemployed job seekers who have been previously employed. For complete survey methodology, including weighting variables, please contact pr@glassdoor.com.

Glassdoor Team
Author:  Glassdoor Team

Most transparent career community. @GDforEmployers

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