Seven litmus-tests for your next switch

Almost all job switch interactions involve a discussion about the candidate's career aspiration. More likely than not, the discussion touches upon a dream creature - fish. And it becomes very important when you are considering a move from a large company to a little-known aspirant.

It is our first litmus test to validate whether your understanding is right about the fitment. The discussion oversimplifies the contours of the corporate world. Who doesn't want to be a big fish? However, the discussion covers two parts - big fish in a small pond and small fish in a big pond. Take a deep breath and ask why you assume I cannot be a big fish in a big pond? It is very likely; you will get to know more about the company you are considering for your next big switch. The next question is, what if you turn out to be too big for the pond and end up suffocating? Only when you have ascertained the size-fitment, move to next stages.?

The second litmus test is financial prudence and going-concern of your prospective employer. Feel free to ask uncomfortable questions about the company's business model, revenue. If you don't get a clear answer, you may want to get creative and use proxy questions, such as who are your key current customers? The keyword is current, don't go by past glory or future promise stories. It is a serious financial question and should be dealt with an iron fist and a finance person's finesse.

The third litmus test is Ex-Employee Advocacy. Once you know this is the place for you, it is the next most crucial thing to understand work and business model. It is the most challenging part because large veils of confidentiality prevent information disclosure. Even when information is shared, you are not sure about caveats. Talking to friends' friends who have been to the same place helps. It is why networking is the most crucial part of career success. You are never away from a person who has walked the same aisle with the right network before you. Browse LinkedIn and find your friend who can make introductions. Glassdoor is an alternative if all your efforts fail to find a person who can share anecdotes.

The fourth test is about how your employer structures salary. Depending on your job level, the structure may vary but it should not be absurd. The companies usually get very creative to increase in-hand and attract quality talent. So, if your employer puts a lot of money in bonuses payable only annually, you are in for a trap. A right employer distributes the bonus in two or four instalments, or creates a mechanism by which some part of bonus is paid monthly while remaining is given at the end of financial year. A red flag is, putting your 25% amount in year-end bonus. It is a sure shot way of losing as you leave all your leverage when appraisal time arrives. With so much uncertainty, this model should never be accepted under any circumstances.

The fifth test is related to employee-friendly policies. It is where most of the candidates take it easy and not get involved. In my experience, there is a lot of subjectivity here, and any good employer likes to create barriers so that if you turn out to be a cheeky hire, the employer has a policy on her side. However, reasonable people exercise rationale and keep it generous. For example, if your future employer says there is no notice period buyout option, you have to serve full notice, and we don't adjust annual leaves in the notice. It is a definite red flag, and you should consider skipping such an employer. Another situation is when your employer doesn't care for women employees. Even if you are a male employee, it is good to understand your next employer's maternity policy - do they provide 26 weeks of paid time-off and other necessary support as required. The keyword is paid because 26-weeks are mandated by law. One more case is related to insurance. It is not easy to foot rising healthcare costs, and in the current situation, you need to be very particular about it. Usually, good employers offer decent insurance and an option to increase coverage by co-paying premiums. Remember, a right person never does injustice under any circumstance.

?The second last litmus test is, can you sell the same offer (company, role, package) to a competent peer? It is counter-intuitive. Why should I share my future position with my competition? But trust me, if you cannot sell it to a competent peer, you are overlooking the overall picture. Any role that passes this test is likely to be a worthy bet in the larger scheme of things.

The last litmus test is, what kind of culture are you entering? In my experience, HR is a very small touchpoint in the overall selection journey. Still, that little interaction has the potential to tell you a lot about the prevailing organisation culture. For example, which one of the above two samples makes you feel better? On the left side, the company projects a position of power and conveys that we have selected you, you need to do as we say when we say, and the onus of reaching out is on you if you are confused. We have done everything right from our side. On the right side, the company is taking a welcoming tone and giving all the right signals about policy and practices maturity.

So, in summary, if you take care of these seven points, you are likely to be in a happy place. As you grow up the ladder, the importance of point #6 keeps growing.

I hope you enjoyed reading the article. Wishing you a great career, be successful, be happy!!