3 Things Young Professionals Should Evaluate about Potential Employers

In higher education, the end of the spring semester is always one of my favorite times of the academic year. One of the reasons I love working with students in college is the definitive beginnings and endings, and beginning again. From freshman move-in to the excitement of spring commencement ceremonies, there is seldom a dull moment! It is also during this time of year that I find myself counseling with soon to be graduates about their career search.

It is easy for new graduates entering the workforce to allow others to define for them what a good job and a good organization look like. Advice is more than plentiful from professors, family members and friends. But I coach graduates entering the workforce to decide for themselves the kind of employer and work environment they want. I challenge them to look beyond the name brand, starting salary and benefits, and perceived prestige of potential employers to instead really dig into the organization’s values, vision and culture.

It is sometimes hard for entering professionals who have not previously worked full time to realize that they will likely spend more time at work than they will with family, friends and significant others.  Just as a person would not rush into a marriage without really coming to know the other person’s values, vision, family culture and life style, neither should a prospect in a professional job search enter into employment without really coming to know the organization and how its values align with his or hers.

Here are the three things that I believe are crucial for young professionals to discern about potential employers:

1. What are the values and vision of the organization? Now, it is easy enough to find the “official” vision, mission and value statements on the websites of most organizations,  but this should be the launching place to really determine an organization’s true stock. I would coach you to dig deeper. In every encounter with people within an organization, ask about the values and vision. If employees from front desk assistants, to entry level professionals to organizational leaders cannot recite the values and vision from memory with passion and conviction, then one might assume that the real organizational values and vision might well be different from those stated on the website or in publications. You should also be able to determine if an organization’s values and vision are valid by watching how they operate and by learning what those they serve think of the organization. Prospective employees might ask to have a few days of job shadowing, or interning if available, in order to see if the organization is living into its values and vision.
   
   
2. How does the organization value its people? Again, it is important to look beyond just the title and starting salary. Inquire about the organization’s commitment to your professional development. What kind of investment will the organization make in you? Where in the organization is there evidence of investing in its people? Does the organization promote flexibility and career-life balance? Are employees encouraged to spend time engaging in meaningful community service? What family benefits exist? How are people treated and how do they feel about the organization they serve? Determining the answers to these important questions are critical to finding the right fit for entering professionals.
   
   
3. Is there a discernable positive energy, passion and excitement about serving others and one another in the organization? Is there evidence that the organization operates at a high level of integrity and values both character and work ethic in its employees? Is there an ethos of continual improvement? What distinguishes this employer from their competition? The determination of an organization’s working culture is so very important. Look for a culture of collaboration and support. Look for more optimism than stress. Look for an organization that celebrates the contributions of its team members. Look for an organization that is unwavering in its commitment to do the right thing.

I encourage college graduates entering the workforce to be bold in determining the values, vision and culture of prospective employers. The best employers will take note that the job candidate is astute and focused enough to ask the hard questions. They will be attracted to a prospect who is looking beyond salary and title. The result just might be a win/win situation for the young professional and the wise organization.