Have you ever lived for a day at the office of a potential employer?

Beth asks: I've been reading The Simplicity Survival Handbook by Bill Jensen for his tips on how to do less and achieve more. One unexpected suggestion was that when looking for a new job, if the potential employer is still interested after the first or second interview, ask to spend a day at the office and attend specific types of meetings that are real exhibits of how they make decisions, assign work, problem solve, etc. Then you can judge how your style and theirs will fit. Basically you're giving your potential employer a situational interview.

Have you ever tried living a day at the office of a potential employer? Did you ever ask and get turned down? Were you ever invited to do so, even just to sit in on a meeting the day of your interview or set free to wander the office area for an afternoon? How did it go?

In answer:
Its something we always do for both new employee's we take on, as well as when either new candidates ask or we feel that there is some doubt or concern on either the candidates or the employers behalf.

From the perspective of a prospective job candidate, the experience of living a day at the office proves helpful in minimizing the fears, doubts and uncertainty that the candidate could feel when he/she would is assuming for the first time the responsibilities inherent to a new job role, where his/her co-workers, manager, corporate climate and culture remain as a pervasive enigma that should be solved in a carefully planned, although sometimes painful process of employee´s induction.

As we offer a 100%/90day refund in cases of candidate leaving employment, from our perspective this exposure in advance of a candidate to the process of a typical day in the environment are instrumental in providing the feedback that is required to provide the best professional available to fill a job position, in function of his/her soft-skills, positive customer-oriented attitude and proper fit with the system of values, beliefs, procedures and policies that are inherent to that employers corporate culture.

We give each of the top candidates for any internal position an opportunity to spend up to a day observing the people they would be working with, asking questions, etc. I think it helps us make better hiring decisions, and gives candidates an opportunity to decline if they feel they are not a good fit, before having spent a lot of time, energy, and other resources in hiring and training them. We find out a lot earlier if someone is not going to make it in a position.

If the industry and position allows the freedom, I highly recommend both asking to observe if you are the candidate, and giving candidates the opportunity to observe if you are the employer. Of course, expect to sign a confidentiality agreement before you are permitted to do such a thing. But I know you will find the opportunity valuable.

What makes an employee leave the company within three months of joining?

Shatru asks: What makes an employee leave the company within three months of joining?

In answer:
Three areas, in order of occurrence:

1. They just didn't fit - covers a whole lot of issues, from them/the employer not being clean and clear about what they wanted. Often, employees will leave before (in their mind/resultant conclusion) being sacked
2. Their circumstances changed - often job change and life change come together
3. They got a far better offer - there is undoubtedly some "latency" after your CV/Resume comes onto the market

On the whole, going via a recruiter SHOULD in theory reduce the occurrences of issue (1), and the recruiters contract should reflect such a stake in the outcome with a percentage of their fee reliant on a good initial fit/match for all parties: we at Ajiri have a full 100% refund if the employee is ejected in the first 100days.

That means we ask employers to be honest about what/who they want, and have induction programs; we ask candidates to be honest, and in some cases psych tests; and after placement, we call both and meet them regularly to make sure the fit is working - acting in the later part as a "coach."

When ever candidates ask questions about recruiters, I often say: "Have the courage to ask how their fee's are paid - its your right as a candidate." If you find that much is paid up front/as parts of the pre-hire process are completed, then often by conclusion the process is a meat grinder churn of CV/Resume collection, and its not about you its about their fee. If their fee is paid more on success of the hire and part is based/refunded on that introductory period, then they are likely to make better choices/take more care - for instance, do they want to meet you/have a few phones calls before they put your details forward?

Recruiters should work for both hiring companies and candidates, not just on fee notes and processes. Often those with a track record of candidates leaving quickly in one company will also have the same duplicate track record elsewhere - and candidates ought to be aware of that, and test how fee's are paid