If you are seriously considering making a job change there are some factors to consider. Anything in life that yields a high return requires some type of investment. Are you willing to invest in your own career to see the ROI?
Enjoy!
Vincent Scaramuzzo
Changing Jobs – Some factors to consider…from Education Recruiters
Look…It is simple… If you want to change jobs you are going to have to make an investment in yourself. So while the thought of leaving the position you are in and starting a new adventure can sound exciting, people are often not prepared for the work at hand. Here are some things to consider before starting your hunt.
YOU WILL HAVE TO TAKE TIME OFF WORK:
Likely multiple days. Check how many PTO days you have left. YES – you may have to forgo that long weekend to the vineyard to secure your next role. But hey, who knows – you might get an extra week of vacation with your new position? Or maybe they observe a few more holidays than your current institution.
WHITE LIES:
A job search often requires you to be a little bit “sneaky”. I know, a “white lie” doesn’t feel great but sometimes it is the only way to interview. How else are you supposed to conduct a video interview in the middle of the work day? You will likely have to take a long lunch here and there, or come in late/leave work early to get this done.
HOMEWORK:
You have to study up on the companies you are going to interview with. A quick view of the website won’t get it done. Some research will be involved, sometimes even a presentation requiring you to dive into details of the organization you want to join. Some other good ideas are:
- Perhaps “shopping the school” as a potential student to learn about their enrollment process and how they treat students.
- Checking out social media, glassdoor, and other sites where current and former employees air their opinions of working there. I would strongly recommend taking these “with a grain of salt” though as happy people rarely write reviews – however it might bring up issues to address during your interview process.
- If a school is accredited there will be lots of public data available to review.
HEALTH INSURANCE
Often overlooked most organizations have a waiting period for Health Insurance Coverage to begin. Few start on first day of employment anymore. You should be prepared for a 30,60, or even 90 day waiting period – with 30-60 being the most common. This is a huge financial burden to consider as companies can not legally adjust these waiting periods. Some tips to navigating include:
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- Start your new position towards the end of the month. Remember there is a “waiting period” and then you are “eligible” to enroll. So if you started work on November 25th with a 60 day waiting period – you would be eligible to enroll January 25th and coverage could begin on February 1st. However if you started work on December 2nd – you wouldn’t be eligible to enroll until February 2nd and coverage wouldn’t begin until March 1st.
- Find out what your “Cobra” bill will be to keep you old insurance active during this lapse. Sometimes new employers will cover this as part of their relocation allowance or a stipend.
- This also might be a good time to see if your spouses insurance plan is better. It might just make more sense to enroll there.
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Bottom line is folks is if you want to secure a better job you will have to invest time, energy, and maybe even some money to move yourself forward.
So ask yourself, am I really ready?
The competition for exceptional talent is at a fever pitch right now. Have you lost a great candidate recently to a counter-offer? Maybe you lost them to a competing offer? If your interview funnel has been less than satisfactory and your pool of qualified talent is drying up I invite you to a complimentary consultation on how to attract great talent on a consistent basis AND how to procure them so you don’t lose them to competing offers. Reply to this email to schedule. I promise that in our call together you will leave with 2 or 3 ideas that will greatly impact your ability to find, attract, and procure the top 10-15% of the candidate pool on a consistent basis.
Vincent Scaramuzzo is the President of Ed-Exec, Inc. A leading Education Executive Search Firm. He is also a contributing author to various education publications. As a specialist in the education field for over a decade, Scaramuzzo works nationally. He can be contacted at vincent@ed-exec.com 860-781-7641.
*Not all articles are original works of Vincent Scaramuzzo or Ed-Exec, Inc.*