The most opportune time to start searching for a new job is when you are at the top of your game at your current firm. If you are satisfied, well-regarded and exceeding expectations at the office, the time is right to begin laying the groundwork for finding the next opportunity.
Since you already have a safe job, the stress levels associated with the job search process will be significantly lower. Armed with the knowledge that you are a top performer, paid well and treated with respect, you’ll enter the interview full of confidence. If you don’t get the job offer, it will not be the end of the world because you still have a good job.
Most people wait until things fall apart at work before they start contemplating looking for a new job. Maybe it’s human nature to optimistically believe that things will improve and that a promotion or raise is only around the corner. You think if you wait long enough, someone in leadership will recognize your talents and reward you for all your hard work and efforts.
What Happens If You Wait Too Long To Switch Jobs
Back-stabbing co-workers, credit-stealing supervisors, apathetic human resources personnel and cost-cutting CFOs will never change their spots. Once you realize you’re stuck with no path forward, you’ll start the job search process.
The problem is that you are not feeling your best. Years of micro-managing, verbal abuse and living under a manager who was neither empathetic nor offering psychological safety have eroded your self-esteem. You’ve been slowly beaten down emotionally. Stress and anxiety will take over if you wait until the company announces layoffs, cost-cutting and hiring freezes. Heading into a job search, you’re feeling vulnerable and afraid. It’s the worst interview method, as you’re not at your best.
What Hiring Managers Really Think
You’d think a company would quickly scoop up someone between roles, as they’ll begrudgingly accept a low-ball job offer. While that does happen, there is an unspoken bias against job hunters who’ve been let go. Interviewers get concerned that you may have been a low performer or did something wrong that led to your dismissal. Hiring managers are reluctant to bring aboard a person who could become a liability. Politically, they’ll be questioned about how they pushed for someone who turned out to be a big disaster.
The reality is that hiring managers want someone who is in demand. If a person is well-entrenched in their role within their organization, the interviewers will automatically believe that they are valuable and possess top skills, talents, expertise and experience. The competitive instinct is also to poach an all-star from their rival firm.
You’re Edge On Salary Negotiations
When it comes time to negotiate compensation, you are in a power position. Since you are well-liked and appreciated, you have the luxury of pushing for a significant increase in pay compared to your current salary package.
Someone out of work may take a substantially lower offer to get back to work. You won’t have to settle, as you have the leverage to demand a premium for leaving a comfortable spot and going into the unknown. The increase could be 20% or higher, which is a meaningful difference.
On the other side of the equation, you won’t be at your best if you interview carrying around the baggage of resentment and past mistreatments. The people involved with the hiring process will pick up on your insecurity and irritation of your past employer. Your demeanor will turn off the hiring managers as you say derogatory things about the people you previously worked with. Those involved with the hiring process wouldn’t want to hire someone who will only later badmouth you when they start interviewing at other firms.
Source: Forbes
