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How to decide if a job is right for you when interviewing remotely

If you’re currently preparing for a remote job interview, you may be feeling concerned that it could be more difficult for you to assess whether the opportunity is the right one for you. After all, when interviewing remotely, you won’t have the opportunity to meet the people you’ll be working with face-to-face, visit the organisation’s offices and generally get a feel for the place. But it is possible to judge whether an opportunity is right for you when interviewing remotely, as I will explain in this blog. Useful techniques include: reviewing the organisation’s online presence prior to the interview, asking the interviewer the right questions and reading their body language. Is this job a good fit for me? Regardless of whether you’re interviewing remotely or face-to-face, there’s always a lot to think about when judging whether an opportunity really is the right one for you, such as: Is the role aligned to your skillset and future career goals and aspirations? Do the salary and benefits on offer make this a financially viable choice for you? Where will the role be based, and will there be opportunities for you to work flexibly should you need to? Are there learning and development opportunities available which will allow you to further develop your career? Are you genuinely interested in the organisation’s products and services, and does their purpose compel you? Is the organisation’s culture appealing to you? Will you feel included, valued and engaged? Do you think you’ll have a good, supportive relationship with your new team and boss? Of course, all of these things are incredibly important. But, when it comes down to it, you’ll often get a gut feeling. Your intuition will help you decide whether the opportunity is the right one for you. And it’s much easier for that instinct to kick in when you’re interviewing face-to-face. Interviewing remotely? Six ways to determine whether the opportunity is right for you So, how can you decide if an opportunity really is the right one for you when interviewing remotely? Here are a few of my thoughts: 1. Before your remote job interview, do your research Analyse the language used in the organisation’s job adverts. What can it tell you about what it might be like to work there? Is the language they use inclusive, accessible and relaxed? Do they write in the first or second person? Do they use diverse imagery and language? Are the role responsibilities clear, focused and succinct? Reading between the lines of job descriptions can really help you build a clearer picture of the opportunity than what you might realise. It’s also essential that you review the organisation’s website, finding out more about their vision and purpose to see how well they align with your values – just as you would do before a face-to-face interview. Visit their YouTube channel too; many organisations will create videos that will give prospective employees an idea of what it might be like to work there. Other techniques you can use to help you build a picture of the organisation as an employer is to read their Glassdoor reviews, as well as search Google News for any recent news coverage. Aside from scrolling through their social media channels, it’s also a great idea to research current employees on LinkedIn – their activity may give you clues into their company culture. If your recruiter or the hiring manager sends you any company material – whether that’s blogs, reports, or any key documents – ahead of your remote interview, be sure to read them. This will help to give you an insight into what the organisation’s priorities and key focuses are. For example, perhaps they’ve recently published a new commitment to diversity and inclusion? Or published a new report on the state of the industry? These pieces of information can also often be found on their website, so make sure you check there for any significant company updates whilst you’re exploring their vision and purpose. 2. Assess the organisation’s culture during your remote interview The employer might offer you a virtual office tour, for instance, or provide you with short videos that employees have recorded about their role, expertise or experience of working at the organisation. You may even have the opportunity during your interview to have virtual introductory meetings with team members. If these aren’t immediately available or apparent to you during the interview process, ask your recruiter if they are. All of this will help you to get a glimpse into the organisation’s culture, and to better understand what it would be like to work in that office, with that team, on those projects – and assess whether all of that would suit you. Also keep a lookout during your remote job interview for any other clues as to the company culture. As communication and behaviour expert Mark Bowden explains: “How we live and the objects we keep around us are a big unconscious indicator to others of what you value and therefore the values you hold.” Is there anything about the interviewer’s background or environment on the video call that indicates what it would be like to work there? Or anything that gives you a feel for what it would be like to have that person as your manager? If they’re in the office, what is the design and branding like? Or perhaps they’re at home where you can see and hear their children – demonstrating their flexible and relaxed approach. 3. Ask the interviewer the right questions Remember that all interviews, regardless of whether they are conducted face-to-face, or remotely, are a two-way process. They don’t just give the interviewer the chance to find out more about your suitability for the role, but they also give you the chance to assess the role’s suitability for you. Therefore, the questions you ask the interviewer and the answers they give, especially during a remote interview, can be extremely valuable in helping you to decide whether this is the right opportunity for you or not. There are certain questions about the role, team, interviewer, company and learning and development opportunities that will give you a better idea of what it would be like to work there. Chris Dottie, Hays Spain Managing Director, has outlined some great examples of questions to ask your interviewer in this blog, some of which include: “What does a typical day in this role look like?” “What constitutes success?” “From your perspective, what’s it like to work here?” It’s also worth thinking about whether you’d like to ask the interviewer questions surrounding COVID-19, such as “What have been your key learns from the COVID-19 crisis so far, both from a business and a leadership point of view?”, and “What support could I expect to receive when working remotely or from home or as part of a hybrid team?” These questions can help you to understand how the organisation is operating during the crisis; what their reaction has been, and if you would’ve been proud to work for them throughout any changes and shifts due to the pandemic. The answers that the interviewer gives to your questions will help you understand your likely level of cultural fit at this organisation. If you’re told, for example, that they are a ‘results-driven’ organisation, does that mean you could be punished if you miss a deadline or target, or even make a mistake? 4. If you are being interviewed by the hiring manager, use the remote interview to understand whether they would be the right boss for you You need to have confidence in your new boss – your relationship with them will be as important a factor as the job itself, if not more so. It’s fortunate, then, that even a remote job interview still presents plenty of opportunity to suss them out. During the interview, analyse your potential manager’s communication skills. As your interview progresses, assess their clarity of thought, how they communicate their expectations for the role and for the successful candidate, and whether they seem to be listening to you. This will give you an idea of what it would be like to work with them. Do you think this communication style would suit you and help you to form a strong relationship? Be mindful, too, of the language used when your questions are answered, and throughout the interview. If they use ‘I’ rather than ‘we’ when speaking, that could suggest a non-collaborative approach. Also assess whether the interview feels more like a conversation than an interrogation. If it feels natural and almost effortless, and the two of you seem to share many of the same motivations and values when it comes to your career and the workplace, then these are signs that you would get on well. President of Hays Canada, Travis O’Rourke, has also written on this subject, adding that you should consider what this person could teach you if they were your new boss. Ask about their career so far – have they had a lot of experience that you think you will be able to learn from? Are they passionate about their job and the company? If so, it’s likely it’s a very positive and encouraging environment to work in. 5. Read the interviewer’s body language While this is not as easy to do remotely as it would be in a face-to-face interview, it is still possible. After all, you can see whether or not the interviewer is smiling while you’re speaking, as well as what their posture is like, and whether their arms are crossed or open. The interviewer’s gestures and vocal pitch can also tell you a lot about how invested they are in you as a candidate. In fact, communication expert Mark Bowden shared some really valuable advice with me on reading your interviewer’s body language: “Watch for big CHANGES in body language when you are speaking to the interviewer, rather than individual gestures. If you see anything that stands out as very different in the interviewer’s posture, face, movement, or behaviour, then ask them what their thoughts are on what you have been saying. This helps you check in on the significance from their perspective of what you are saying. It may give you a good opportunity to better understand how well your ideas, views, or even personality fit with theirs as well as that of the organisation.” I recommend having a look at Mark’s YouTube channel. His videos will allow you to learn more about not only how to interpret your interviewer’s body language, but also how to improve the effectiveness of your own use of your body in a video interview. For example, this video on how to present yourself effectively via video from home, covering tips such as ensuring the space is well-lit and placing a post-it note of a smiley face above the camera, which will encourage you to smile during your video job interview. 6. Reflect on the experience you’ve had throughout the interview process Assess how your interview process, from start to finish, has been handled. Does the company appear to be well-organised? Are you, as a candidate, at the centre of the process? Has communication and feedback been prompt and detailed? All of these things, paired with your knowledge and experience of the company to date, are signals as to the company culture, and whether it’s the right opportunity for you. Just because your interview is taking place remotely, that doesn’t mean you can’t find all the information you need to decide whether or not this is the right opportunity for you. By following the six steps above, I hope you’ve realised that. If you are ready to take the next step in your career journey take a look at our job listings and other career advice.

"The great resignation": Why are so many thinking about quitting?

That’s it. They’ve had enough. Enough of the endless Teams calls. Enough of putting their career development on hold. Enough of feeling unsupported, overloaded, and overlooked by their employers. If the reports are true, record numbers of people around the world have come to the realisation that, for them, enough is enough and are considering voluntarily leaving their jobs. SEVEN REASONS WHY SO MANY PEOPLE ARE CONSIDERING LEAVING THEIR JOBS According to Microsoft’s 2021 Work Trend Index, 41 per cent of people are likely to consider leaving their jobs within the next year. That’s a very high number indeed. It’s been dubbed the “The Great Resignation” by organisational psychologist, Dr Anthony Klotz, and for good reason. As with the other ‘Greats’ we’ve witnessed across history, take “The Great Recession”, or “The Great Depression”, for instance, the impact could be monumental. Just think about the implications for a minute. If you’re a business leader, almost half of your entire workforce may, right now, be thinking about leaving you. Where does that put your growth plans? Your customers? Your bottom line? Just when you thought you could see light at the end of the COVID-19 tunnel and get back to resurrecting your business, your greatest assets are leaving you. Before we dive into the reasons before this unprecedented movement of talent, it’s important to note that certain demographics of society appear to be more open to the idea of quitting than others. As explained in this Guardian piece, “Socioeconomic differences will shape who is quitting and why.” Blue collar workers: In this piece, Sandra Sucher, Harvard Business School professor and author of the forthcoming “The Power of Trust”, noted that low-wage workers are particularly motivated to change jobs with even marginally better offers. As explained in this BBC article, “Many retail and service workers are departing in favour of entry-level positions elsewhere – in warehouses or offices, for instance – that actually pay less, but offer more benefits, upward mobility and compassion. With employers across the board looking for new hires, many have found it’s easy to find another job and make the transition.” Gen Z: Microsoft’s research found that 54 per cent of Generation Z workers could be considering handing in their resignation, and pointed to the fact that “…Gen Z reported difficulties feeling engaged and excited about work, getting a word in during meetings, and bringing new ideas to the table.” Mid-career workers and managers: Research from people analytics firm, Visier, found that the cohort of employees aged between 30-45 years old saw large increases in resignations between August 2019 and August 2020, signalling that those who are more established in their careers are more likely to consider to switching jobs. Plus, as of December 2020, resignations among managers were 12 per cent higher than the previous year. So, what’s behind this predicted mass exodus of talent? What’s triggering people to want to leave their jobs in such vast numbers? 1. They finally feel confident searching for a new job According to Klotz, those people who had planned on leaving their jobs pre-pandemic but decided to hold off due to the instability caused by COVID-19, are now resuming their job searches with a new-found gusto. As a result, the backlog of resignations that have built up over the last 18 months are now beginning to clear. This is hardly surprising. With rising vaccination rates globally, and the gradual opening up of economies, we’re seeing a seismic shift in the job market and confidence returning almost everywhere in the world. This sentiment is echoed by Neil Carberry, chief executive at the UK-based the Recruitment and Employment Confederation (REC), who said, “The jobs market is improving at the fastest pace we have ever seen, but it is still an unpredictable time.” In fact, our own UK & Ireland Salary Guide revealed that 63 per cent of employers are currently recruiting. There are more opportunities out there than there have been in a long time, so many feel now is the right time to finally make their move. But what else is at play? 2. They’ve been given the time and space to reflect on both their personal and professional lives If people weren’t already considering looking for a new role before the pandemic hit, then chances are that they are now. According to our recent LinkedIn poll of over 25k people, 74 per cent said that the pandemic has made them consider their job or career choices. Whether it’s feeling unsupported on a number of levels by their employers, or the fact that, as Klotz argues, we’ve all been forced to confront our own mortality in a way that we’ve never had to before, for many, the pandemic has afforded people the time and space to reflect on their working lives – something that many have never had the luxury of doing before. As explained in LinkedIn’s ‘Hello Monday’ podcast, lots of people have simply realised that life is too short to do a job they don’t love, for a company they don’t think cares about them. 3. They just don’t want to go back to the office…ever After 18 months of working from their own homes, where they are the ones in control, doing their jobs in a way that works best for them and enjoying the freedom to live their personal lives alongside their 9-5’s, some just don’t want to go back to the office. This, coupled with the fact that many have already relocated or are planning to in order to be closer to family or to achieve the lifestyle they’ve always dreamt of, the prospect of having to return to the office has been a big trigger to leave for many people. This is reflected by Microsoft’s research, which found that 46 per cent of people say they’re likely to move because they can work remotely now. But is returning to the office, at least part of the time, really going to be as bad in reality as what many have convinced themselves it will be in their own minds? Lots of people, including myself, feel they have re-discovered a newfound sense of connection with people that they have been lacking for over a year, just by going into the office a couple of days a week. In my mind, both our homes and our offices have a part to play in enabling us to lead fulfilling working lives, but I appreciate that not everyone feels that way. 4. They’re burned out We’ve seen the headlines – burnout right now is real and it’s rife. According to Microsoft’s survey: 37 per cent of the global workforce say their companies are asking too much of them at a time like this One in five think their employer doesn’t care about their work-life balance 54 per cent feel overworked and 39 per cent feel exhausted The average Microsoft Teams user is sending 42 per cent more chats after hours, with 50 per cent of people responding to Teams chats within five minutes Microsoft argues that these frightening stats “…prove the intensity of the workday, and that what is expected of workers during this time has increased significantly.” I’d have to agree. It’s no wonder so many people are reconsidering their job options. Technology has been the Great Enabler for us all to continue to do our jobs and keep our economies and societies from total collapse over the last 18 months. Imagine if we had had to cope with a global pandemic just a few years ago without Teams and Zoom, no fast internet, no mobiles, no online banking/shopping/food delivery/Netflix/everything else that enables our lives today? If this had happened 20 years ago, I’m not sure how we would have kept working, so technology has been our saviour. But technology has also blurred the lines between work and private life and the level of burnout and exhaustion is unsustainable. 5. They want to hit ‘play’ on their career growth Everyone wants to feel that they are moving forward, that they are on the path to personal growth and success. The need to feel a sense of progress is an innately human one, but it’s a feeling many haven’t necessarily experienced for a long time. Many have put their own personal development on pause. Instead, they’ve been busy keeping the businesses they work for afloat. Upskilling for many has been off the radar, a secondary concern that can wait until tomorrow, the next month or even the next year. That mindset is starting to shift, with many reaching for the ‘play’ button again. High performing workers, according to research from Axios, are the most concerned about their career advancement in their current job, with 75 per cent of people saying the pandemic has made them question their skillsets. Unfortunately, many feel that to reach the next level and achieve their goals, they have no choice but to move jobs. To me, this is a wholly avoidable challenge and one that employers should be tackling head on. It’s well known that career progression is a crucial factor in employee engagement in an organisation. Without it, people who want to get on will go elsewhere and create value for someone else. And those that stay may well not be as engaged in your success as you hope or think. 6. They are motivated by financial reasons For those who have continued to work during the pandemic, their savings have probably increased. Without the commuting costs, the after-work drinks, the meals out or lunches in, most have actually managed to save money. This financial cushion has led many to feel more confident to make a move, or even to leave a job without having another lined up. For many, this financial freedom has given them more space to make the career decisions that are right for them. Secondly, thanks to sites like Glassdoor and salary.com, people now have more visibility than ever before into exactly what salary their own unique skillset and experience can command. And, when they do decide to move, particularly those working in tech and life sciences, they often realise a 15-20 per cent salary increase. These numbers can make a big difference to someone’s finances and I’m sure are a huge driver behind all the movement we’re seeing in the market. 7. They’ve realised they don’t actually like their jobs Without the welcome distractions and colleague camaraderie that comes with working in an office, many people have been left to just do their jobs at home. And, with all of the peripheral interactions and distractions stripped back, many have realised that they don’t actually enjoy the work they do, especially when they don’t have all the other softer stuff to break up their days. The reality of what they do has really hit them. On top of that, despite the constant Teams calls and chats, many are feeling disconnected from their teams, their managers and their organisations, as explained by Cassie Whitlock, head of human resources for BambooHR, “Many have lost a sense of connection to the workplace,” she says. “Even if they’re getting time with their manager, we discovered they’re having fewer interactions, and the quality of those interactions is diminished. They’re not having a feeling of genuine connection. They feel less seen, recognized, and appreciated.” As a result, there’s been a huge rise in people choosing to go it alone and set up their own solo ventures. According to the National Bureau of Economic Statistics, the pace of new business applications since mid-2020 has been the highest on record, and across the course of the pandemic there’s been a rise in side hustles. This is echoed by Microsoft’s research which found that 46 per cent of people are planning to make a major career pivot or transition. This blog was originally published on LinkedIn.

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"The great resignation": Why are so many thinking about quitting?

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