Employment: How to target the right company?

 

 

 

 

Company size, its culture and management style, offered position and salary, professional development... several parameters must be taken into account before seeking employment in a company.

Changing companies is not always easy because if you know what you are leaving, you are often poorly or insufficiently informed about the intended landing point. Thus, before embarking on a new adventure, it is advisable to conduct in-depth reflection in order to avoid major disappointments. Upstream, several questions must therefore be raised: what do we want to find different in a new job? What do we expect from the future company, with what professional project?... It is only after having found answers to this type of question that we must determine our target or, if it is already done, answer, positively or negatively, to an offer. But in general, human resources consultants highlight several points to make a judicious choice.

Small or large company

SME or large company, at the beginning of a career or after a few years of experience, this question often haunts the minds of many people. Where the former encourage initiative and versatility, the latter favor the rigor of decision-making processes and an organization where everyone's responsibilities are clearly defined.
Mounia Benhida, associate director of the Optimum Conseil firm, wishes to reiterate that a large company is not always the best school. Because it is often the SME that offers the best growth prospects for beginners and young executives. In several sectors of activity, Moroccan SMEs have successfully upgraded themselves and today adopt a modern and evolving management system.
In a country where more than 90% of the economic fabric is formed by small structures, the chance of finding oneself there is very great. And it is not uncommon to see that many candidates choose these structures because they offer a friendly work environment, where everyone knows each other rather than finding themselves in an impersonal setting.

Company culture and management style

Here is a parameter that few candidates care about. It is not because a company offers a fabulous salary that you will certainly find a pleasant work environment.
For Ahmed El Meslouti, an HR consultant, candidates rarely inquire about company culture. Many have come to regret it because initially they thought they were joining a renowned structure. Mounia Benhida adds that "it is always interesting to find out about the company's culture through its website, the type of events organized for employees, ethics, values, team dynamism...". But this is not enough: finding out from those around you, among former employees of this company or those who still work there, allows you to refine your analysis.
The management style is not to be overlooked. While some only function under pressure and threat, others need listening and sometimes flattery to give their best. So it is best to gather as much information as possible about the mood and behavior of the management team.

Mission and responsibility

Between the announcement in the newspaper, the one made by the recruiter during the interview and the reality on the ground, the road can be long.
Sometimes, you can practice the same profession differently depending on the structure. So it is best to try to obtain a description of the position you are aiming for, if there is a job description, to see the corresponding tasks and missions (priority, secondary, working conditions, skills, required aptitudes...).
If it is a position of responsibility with a team to manage, you must also know your room for maneuver to find out if the team is sufficiently well-staffed or not, if it lacks additional skills.... Naturally, it is possible to obtain all this data from the direct contact person. Otherwise, the solution is to activate your networks to find out a little more.

Remuneration

Obviously, remuneration remains the subject that can force a decision. Consequently, it is necessary to inquire about the remuneration policy of the targeted company or the one that is offering you the opportunity. Does the proposed salary include bonuses or other benefits in kind or not?
Nowadays, salary practices are no longer a secret. Thanks to the salary surveys conducted by more and more local HR firms, it is possible to obtain valuable information allowing, if you have data on the targeted company, to make comparisons.
That said, contrary to popular belief, leaving a large company for an SME does not always mean a decrease in salary. Some SMEs align themselves with large groups in terms of benefits and incentives to attract executive profiles from grandes écoles or even those who have experience in large companies. There are more and more of them, particularly in new technologies, which are also as competitive, or even more so, in terms of salaries as the large ones.

Location

Sometimes, a significant commute time harms productivity. With increasingly frequent traffic jams, strikes in transport companies, the stress of traffic..., some employees lose half an hour, or even up to a morning of work. Security is also important "especially when you work in a remote area and at 6 pm the whole area is empty. This is particularly difficult for women," stresses Mohammed Emtil, HR consultant.
Obviously, some executives accept geographical mobility to be able to gain financially, others prefer it to break with a stressful life in a large city like Casablanca.
In short, quality of life should not be relegated to the background.

Career prospects

Career prospects are a factor influencing the decision. "The position may be interesting at the moment, but we must still see if the company plans career development for its executives," states Mr. El Meslouti. For his part, Mohamed Emtil adds that each candidate must remain attentive to being in a learning environment that allows him to progress in his professional life.
That said, beginners are advised to stay in the same position for a minimum of two years if, of course, the right conditions are met. On the other hand, experienced employees must be able to capitalize on their experience. It should also be known that a career plan is well perceived when the candidate is able to justify it. Consequently, those who move constantly are not always well appreciated.
Another pitfall of mobility is to conceive a professional career as a simple hierarchical ladder. However, promotions are not always vertical. Horizontal mobility with different responsibilities is also a very good springboard. In addition, promises made by a potential employer should never be considered immutable. At the precise moment, it will be necessary to think about formalizing everything.

Brahim Habriche.

Lavieeco.com

Published on January 5, 2012.

Posted online on January 12, 2012.