Imagine landing your dream job, only to realize it’s not what you expected. In the job market, several hires exit within the first year or even sooner. But why is this?

Firstly, there is a mismatch between job expectations and reality. To avoid this, candidates must thoroughly understand the job profile, ask questions, and clarify role and responsibilities before accepting the offer. Working with an executive search consultant is an advantage, as they always present the job role with the goods and the bad. However, always make sure to ask questions, seek clarity, and ensure you completely understand the job description and expectations during your interviews with both the recruiter, and the client.

Sometimes, the company’s culture just isn’t the right fit. This mismatch can lead to dissatisfaction and early exit. Prior to accepting a position, try to get a sense of the company’s environment. Speak openly to your recruiter or do your research online.

If the workload is too high, employees can quickly feel burnt out, leading to early resignation. To avoid this, ask about workload expectations during the interview process. Also, before accepting a job, inquire about growth opportunities and the company’s policy on internal promotions.

A poor relationship with a superior can be a significant reason for leaving a job early. A thoughtful discussion about management style during the interview can help identify potential conflicts. Make sure to always discuss such issues with your recruiter or general management.

Finally, lack of trust or appreciation. Feeling valued is essential for job satisfaction. During your research, try to understand the company’s approach towards employee recognition and how they maintain transparency.

But, you can avoid these scenarios with one secret weapon: proactive communication. Use ‘The Three C’s Approach’ – Clarity, Communication, and Commitment before accepting the job. This will set realistic expectations and prevent future disappointments. And remember, every job has its ups and downs. Instead of giving up at the first sign of trouble, commit to overcoming the hurdles. This will not only build your resilience but also contribute to your personal growth.

If you decide to quit, don’t panic, and carefully consider your reasons for leaving. Have a conversation with your manager and the recruiter in person, explaining that the role isn’t a good fit for you and you’ve decided to pursue a different direction. Never just stop showing up for work; it’s important to maintain professionalism and complete your notice period. When quitting, don’t badmouth your boss, colleagues, or organization, and keep your answers honest and constructive. Submit an official resignation letter and be prepared for an adequate notice period if required by your employment contract to leave on good terms, as you may need a reference in the future. Be honest, sincere, and apologetic when quitting a job you just started.

As executive search professionals, our secret for great placements with high success rates for more than 3 years lies in a keen understanding of candidate needs, coupled with a comprehensive alignment of personal values, career goals and aspirations with the culture and vision of our clients. Also, a comprehensive, friendly, and supportive onboarding process only solidifies the relationship between the candidate and the company, boosting their commitment and reducing the odds of early departure.

To help you better understand what the role involves during your multiple interviews, we have prepared a list of questions to which you should clarify the answers before accepting a new role. They will help you better understand some of the unspoken / unwritten rules of the company:

• Please describe how decisions are made on [X] team and within [organization]?
• Walk me through how [organization] handles and resolves conflict.
• How is change communicated with others?
• Can you share 2 or 3 ways that [organization] operationalizes diversity, equity, and inclusion? How about on your team?
• What is one of the toughest decisions you’ve made as a leader, and why?
• What are some of the outcomes [title of role] will be held accountable for in the first year? In three years?
• How do people on [department/team] provide and/or receive feedback?
• What are two things you would encourage [organization] stops doing?
• Who are people I need to build trust with in the first few months in this role? And why?
• What are two things you figured out only after working at [organization] after a few months.

Remember – you’re interviewing them, as much as they’re interviewing you. So let’s shift together the focus from ‘placing’ candidates to ‘retaining’ them. It’s not just good for businesses, it’s good for the people who make the businesses what they are.