Feb 2 2020, 04:53 PM
QUOTE(taiping... @ Feb 2 2020, 12:26 PM)
What I’ve learned from job hopping for 8 years
I’ve gone into many many many chinaman and unorganised companies. This is the summary of my experience so far.
1. Avoid ‘company confidential’ ads. The company saving costs rather than hire a permanent HR dept. In general, they are chinaman company, always on cost savings.
2. Avoid family business where the directors or top management are family members of the biggest boss. They have no idea how to lead and most of the time donno what they are doing. They did not work their way up. Do ur research online if they are family members (same surname and too young to be high position)
3. During interview, ask how many staff there are. Those small company (1-50 staff) tends to micro manage. Except startup companies
4. During interview, if they ask:
a) why did u leave ur last company?
b) why is there a gap in employment?
c) why this this this company short term only?
AVOID going into this company. They are focusing on your faults and NOT ur expertise
5. DO join companies which interview focuses on your experience and expertise.
6. During interviews, look around the company. Are there ppl there smiling and laughing? How is the office and table structure? OBSERVE. A good layout plan of office is important
7. How is the biggest boss (May be your direct or indirect boss)? Does his employees look up to him? Does he hav compassion? Does he hav a DAUGHTER? Bosses who has daughters are more compassionate.
8. Look up Jobstreet and Glassdoor review. Crucial.
When u’ve entered the company already, observe:
9. How is the structure of the organisation chart? Is it well planned? Is it a clear path? Ensure u and other staff only report to ONE person.
10. How does the biggest boss manage? When there are mistakes or a problem, who does he goes to? Does he go to the GM or straight to the employee tat did the mistake. Avoid a company tat the biggest boss goes straight to the employee to find fault. There must b a clear line of authority
11. I once joined a company where, one person was head of HR, customer service, legal, etc etc, but she is not a GM or a VP. She was just a kuli, doing paper work like preparing ‘letter of offer’. AVOID
12. Avoid companies where manager always changes or managers who are only under contract. And they keep restructuring
13.
Anything else to add?
Great intention by starting this thread you have there.I’ve gone into many many many chinaman and unorganised companies. This is the summary of my experience so far.
1. Avoid ‘company confidential’ ads. The company saving costs rather than hire a permanent HR dept. In general, they are chinaman company, always on cost savings.
2. Avoid family business where the directors or top management are family members of the biggest boss. They have no idea how to lead and most of the time donno what they are doing. They did not work their way up. Do ur research online if they are family members (same surname and too young to be high position)
3. During interview, ask how many staff there are. Those small company (1-50 staff) tends to micro manage. Except startup companies
4. During interview, if they ask:
a) why did u leave ur last company?
b) why is there a gap in employment?
c) why this this this company short term only?
AVOID going into this company. They are focusing on your faults and NOT ur expertise
5. DO join companies which interview focuses on your experience and expertise.
6. During interviews, look around the company. Are there ppl there smiling and laughing? How is the office and table structure? OBSERVE. A good layout plan of office is important
7. How is the biggest boss (May be your direct or indirect boss)? Does his employees look up to him? Does he hav compassion? Does he hav a DAUGHTER? Bosses who has daughters are more compassionate.
8. Look up Jobstreet and Glassdoor review. Crucial.
When u’ve entered the company already, observe:
9. How is the structure of the organisation chart? Is it well planned? Is it a clear path? Ensure u and other staff only report to ONE person.
10. How does the biggest boss manage? When there are mistakes or a problem, who does he goes to? Does he go to the GM or straight to the employee tat did the mistake. Avoid a company tat the biggest boss goes straight to the employee to find fault. There must b a clear line of authority
11. I once joined a company where, one person was head of HR, customer service, legal, etc etc, but she is not a GM or a VP. She was just a kuli, doing paper work like preparing ‘letter of offer’. AVOID
12. Avoid companies where manager always changes or managers who are only under contract. And they keep restructuring
13.
Anything else to add?
I've job hunted for a couple of years (with a good % turning into offers) but only changed job once in my career (I was quite picky) and occasionally interviewed candidates as hiring manager so i'll share a bit as well.
on your point 4. I think it's fine to to be questioned on why a person's career movement. Since employers would like to know if you have traits that are not good to the company (like being a toxic person etc). The trick as an interviewee is to use it as an opportunity to boost your own credibility. Eg. "I'm currently looking into a change of environment and working culture to broaden my horizons, see how things are being done differently vs my own company, at the same time i believe my background and experience could bring a different perspective into the company"
Additional point I would add:
1. Not all interviewers are skilled in interviewing. So don't entirely depend on the interviewer asking the right questions to show off your capabilities. I would list down a list of my top relevant capability, and try to find opportunities to showcase them.
2. Glassdoor or jobstreet reviews may be insufficient for some companies, or culture may differ across countries for MNCs. If possible or in doubt, I would find some of the employees on linkedin in the same dept to ask a few questions.
3. During the interview, it is as much about them as it is about you. When interviewers are asking questions, they try to identify what in you that could contribute to the company, so make the connection clearer for how your experiences and skillset could contribute to the company.
4. A lot of interviews will start with 'tell me about yourself' I would prepare a long script of my personal job history and relevant skillset to tell and relate it back to how i could contribute to the company (point 1. and 3. related). A lot of interviewees tend to talk about random things like "oh i got 2 brothers and 1 sister), when it could be the golden opportunity to show them what you got.
5. When negotiating salary, usually I wouldn't talk about it until they have decided that they want to give me an offer, before that my only focus would be making myself a candidate they feel that they are missing out if they do not hire. From an organizational perspective, good candidates should be worth a higher than average investment if they are giving you an above average return. If they do not agree then perhaps you should reconsider.
6. Lastly also show that you do your homework towards the company, and also provide your view on how the dept could perhaps function better (if you can find out what they could improve on, they'll love you, if its not obvious for certain jobs, ask them and provide your input, show them you're a thinking than just a follower)
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