7 things to find out before deciding on a job
1. Processing. Do they happen, how often, and if so, how are they compensated. In accordance with Art. 99 of the Labor Code of the Russian Federation, overtime is understood as the work performed by the employee on the initiative of the employer outside the established duration of daily work (shift), and when summing up work time, over the normal number of working hours for the accounting period.
In most cases, the consent of the employee is required, and the processing must either be paid for, or extra rest time is provided for it. In practice, the second method of compensation is more common.
Force majeure can happen in any organization when it is necessary to delay, but if force majeure is permanent, it’s worth considering: either you are doing something wrong (for example, you do not have sufficient qualifications for this work), or the department is poorly organized business processes. I have repeatedly met executives who came to work about ten minutes before the end of the working day and “started a fire”. Or, as soon as the employee was going home, they were interested in some project (of course, eight hours of the working day was not enough for this).
2. Decision making and type of leader. Do you know the situation when you turn to your head or the head of another unit, and in response to silence? Especially if the issue is unpleasant or requiring an operational solution.
It happens that a leader is a leader on a piece of paper (only on a work book), in fact, decisions are made for him by a higher authority, and he is only a translator of the opinions and decisions of others. Even worse, when after the implementation of the decision is made it turns out that everything needs to be redone exactly the opposite, because the manager does not know how to clearly state his thoughts or the company has adopted situational management - where the wind blows, we go there.
You can get information about the management style of a particular leader from various sources: for example, I found information on otzovik sites and forums. If you have friends in this company or you get a job there on the recommendation, you can ask them to describe the person. The closer you are with the recommender, the better. Unfamiliar people, as a rule, are afraid to give negative characteristics, so they will do in general terms.
If you found a vacancy through a recruitment agency, his employee can also give a true recommendation, since his earnings depend on the closing of the vacancy, and if he makes a mistake with the candidate, he will have to search for a replacement for free.
You can ask the head of the interview how the company makes decisions about who else besides him is involved in the process and how much time it usually takes. Observation will also not be superfluous: pay attention to how the potential immediate leader behaves - as a charismatic leader or as a mumble.
3. Meetings. Meetings can be infinitely long or absent. Both options are extreme. Tales at the meeting are good to a limited extent to defuse the situation, but if the chatter becomes a regular pastime, you can judge the low culture of time management and low workload. The absence of meetings, in turn, hints that many issues are either not being resolved, or are being resolved on the sidelines.
4. Corporate holidays. The most heartbreaking stories are connected with this point. It would be okay to talk only about motivational talks about loyalty, but no - deprivation of bonuses, lower salaries, the threat of dismissal, and even locking yourself in your office so that you don’t run away a few hours before the event - which just doesn't happen!
If you are not a fan of vibrant corporate life, check for possible sanctions at the interview. And at the same time - how often the holidays are held and where, whether it will be necessary to pay for participation in them (and it happens!).
5. Training. Employers like to spend training at the expense of the company at the weekend. A couple of times a year I think this is acceptable, but if more often, then it is worth considering. In Art. 203 of the Labor Code of the Russian Federation it is established that the time of apprenticeship (training) during the week should not exceed the norm of working time established for workers of the corresponding age, profession, specialty when performing the corresponding work. That is, if an employee is trained on the job, then the total duration of both training and work should not exceed the established norm.
6. Workplace. It makes sense to find out where your workplace will be located and whether it will be at all. Ideally, ask him to show you. Sometimes recruiters conduct interviews in cool head offices, and the candidate does not think that the workplace itself will be located in the basement of a neighboring factory, without windows and an air conditioning system.
More and more often, employers are resorting to practice when the employee is not assigned a workplace. You can borrow any free, which is sometimes not enough.
You need to make sure that the necessary equipment (for example, a computer, phone, etc.) will also be - the principle of minimizing costs often leads to the fact that employees have to bring their personal laptop to the office. The presence of windows, air conditioning, the density of the cabinet, and other aspects are equally important.
7. Substitution of colleagues. Each of us goes on vacation, is sick or goes on business trips. I advise you to find out who will carry out your work in your absence. There are basically three scenarios: no one (that is, before the vacation and after it will have to plow with redoubled enthusiasm), the colleague will be replaced in whole or in part. Depending on the answer, it will be clear what to prepare for. If colleagues will replace, then you, therefore, will have to replace them. In this case, specify how it will be paid. Most often, the employer talks about offsetting. In fact, this is a violation of the law.
According to Art. 151 of the Labor Code of the Russian Federation, when combining an employee, an additional payment must be made, the amount of which is established by agreement of the parties, taking into account the content and (or) the amount of additional work. The employee has the right to abandon the additional load and perform only his work (Article 60.2 of the Labor Code of the Russian Federation).
The more you learn at a meeting, the less frustration you get on your first business day. When asking questions, do not be afraid to dislike the person you are talking to: it’s better they will refuse you right away than you will learn about the “skeletons in the closet” during the trial period.
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