Several job parameters come into play beyond salary or company attractiveness.
6 January 2012
Read by 4081 persons
Generally, executives are primarily concerned with compensation and benefits offered by the company. They are open to geographical mobility in exchange for attractive compensation and a clearly defined career development plan.
Changing companies is never easy. Because you generally know what you are leaving, but not what you will find elsewhere. Mounia Benhida, associate director of Optimum Consulting, sheds some light on the right questions to ask yourself before changing jobs.
1. Some job seekers systematically seek to build a career in a large company, while others only swear by SMEs. What determines this choice?
Having a versatile position in an SME can be a plus because you quickly develop the ability to take initiative. Conversely, a job in a large company adds credit to your resume. It's the assurance of having been trained to international standards. For some, it's about playing it safe, especially in these times of economic downturn.
But a large company is not always the best school. It is often the SME that offers beginners and young executives the best growth prospects. Internal mobility is very common. Sometimes even unexpected. In an SME, there is often everything to do, everything to build. It is a challenge, certainly, for its leaders but also for its employees who have a card to play. Joining an SME means joining a small team that can quickly develop. It is therefore giving yourself a chance to evolve within a dynamic structure and acquire new responsibilities in a few months, where it would take three times longer in a large group, which is very professionally motivating, especially at the beginning of a career.
In a large company, young graduates and young executives are given very specific assignments and, with some patience, manage to evolve. These structures have well-established HR departments and procedures that protect the employee, and focus on productivity, commitment and satisfaction. They tend to pay better thanks to the profit they generate, and to offer more benefits, including training and development programs. Large companies are also more financially stable, which makes it easier to consider your long-term career plans.
2. Does the question of a motivating salary often come first?
Generally, executives are primarily concerned with compensation and benefits offered by the company.
We often give ourselves a good conscience by saying that money is not that important. Employers must keep in mind that it is this data that will condition the lifestyle and career progression of their future executives.
The more a company is willing to compensate a person, the more importance it will place on the work and responsibilities of that person. Secondly, executives will look for a company that is recognized in the field and that offers them opportunities for advancement.
3. Is geographical mobility a factor that influences the choice of executives?
Nowadays, executives and employees are open to geographical mobility, as long as the company offers them attractive compensation and a clearly defined career development plan. Indeed, the development of economic zones, outside the Casa-Rabat axis, is a real opportunity for many executives to "build a career" more quickly.
Furthermore, the development of national infrastructures encourages these executives to consider relocating to regions other than their city of origin.
However, there are obstacles to geographical mobility, first financial (housing, spouse's employment, relocation costs, etc.) and psychological obstacles (uprooting and change of social landmarks, fear of the unknown, etc.). If geographical professional mobility appears as one of the strategic responses to the employment situation at the national level and in response to the regionalization policy desired by Morocco, it seems strongly linked to the strategic management skills of companies, rather undermined in this period of global financial and economic crisis and more generally in a context of permanent change.
Employment: Criteria to prioritize
Beyond the attractiveness of the company, there are a number of factors to consider:
Market share of the company
You should choose a company that is robust and whose market share is growing. It is a question of targeting leading companies in their sector, which have achieved good performance, which acquire new clients, which retain business and ensure the satisfaction of former clients.
Culture and values
Not all company cultures necessarily correspond to the individual and their expectations. It is better to try to find out about the company's culture (through its website; the type of events organized for employees, etc.) and that of the team to ensure that the ethics, values and atmosphere suit the future employee.
Reputation
Doing your research to ensure the reputation of the structure, understanding the company's past and its image on the market, provides a better understanding and perception of the structure to be integrated.
Staff turnover
Some companies have substantially high staff turnover compared to others. These should be approached cautiously when looking for long-term employment, job security and career stability. You need to try to understand why certain positions are open, what happened with the predecessor, what is the management's attitude towards employee development and retention...
Training
It is interesting to find out about a company's training policy. Training allows you to either consolidate your skills or even broaden your range of skills.
Brahim Habriche.
Lavieeco.com
Published on January 5, 2012.
Posted online on January 6, 2012.
