"High Turnover and a Long Open Position: What does that Mean?" - 09/25/19 Edition
Stephen Says Column
Dear Stephen:
What is the best way to figure out why the job I am interviewing for has been open for so long? I am on my third interview for an outside sales rep job at a major contract textile company. This is not a Maharam or DesignTex size company but a niche player in contract and hospitality textiles. I like the brand and its designs. Our sales division would consist of a showroom manager and one other outside sales rep, so it seems like decent accounts are open. However, there have been three people on the job in the last four years, and this position has been open since May. Almost five months seems like a long time for a job to be open, especially if it is as desirable as they say it is.
My question is what are the rules for asking a prospective employer why the position has been open so long? Then beyond that, how do I independently confirm what the real deal is? I already have a job and, yeah, I would like to make a change, but I don't want to go from the frying pan to the fire. Do I stay away from a job that seems hard to fill, even though it seems like an exciting opportunity?
Signed,
What's the Real Deal?
Dear Real Deal:
I have found most people who are interviewing for a job are well-prepared for the questions they will be asked by the interviewer, but they don't spend nearly enough time thinking about questions they will ask the interviewer. Here are some ideas on how to uncover the facts in your situation:
— Prior to your next interview with them, use your industry network to ask people who work for this company's competitors what's happening there, what the problems are and why there is high turnover. Often times, it is the direct competitors who are the first to hear gossip, so they're a good place to start. Maybe you have a friend, or a friend of a friend who knows one of the people who left the company. Have them ask their friend why they resigned or were let go.
— Check the company's financial reputation. Do they pay their bills on time? Do they run payroll effectively and consistently? This sort of financial ineptitude is often a reason for mass turnover.
During the next interview, ask these types of discovery questions:
— How long has this position been open and why is it open?
— What is the turnover in the company? In the executive suite? In the sales force? Why?
— Tell me about your most successful employees and what they do differently?
— What are the opportunities for growth and advancement?
Have you heard the expression "every dog has its master"? The same applies to a job and your employer. A workplace that might not be right for one person — even 10 people — might be just right for you. I advise candidates to, of course, learn about the history of the company and why a position may be open but then to make their decision to accept or reject a job by evaluating the company culture and the chemistry they have with their perspective new colleagues. In other words, go with your gut.
This dilemma most often happens with dealers, who have the hardest time recruiting candidates. Fifty percent of the searches we sell are to dealers nationwide. However, manufacturers on shaky ground financially or who have unrealistic sales goals can experience this same problem. Your situation applies to both contract furniture and home furniture manufacturers alike. Textile, floorcovering, tile and bath — you name the product and I can tell you a place where there has been high turnover. It usually means less than you think. What may be a terrible place for one person to work is a dream place for another. Like I said, every dog has its master.
Stephen
You can send your workplace questions to Stephen at: StephenSays@bellow.press
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Stephen Viscusi is a bestselling author, television personality, and CEO of The Viscusi Group,
global executive recruiters located in New York.
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