(Writer’s note:  I would like to thank those who volunteered their experiences for this week’s and next week’s writing.  In return for their stories, I have changed their names to insure anonymity).

My job search consisted of over six months worth of networking, cold calling, lengthy interviews and follow ups.  For me, the end result was a combination of timing, skill, and yes, some good luck. 

For those of us who are fortunate enough to be in the final phases of job search, it is imperative that you are just as careful in considering offers of employment as you were in the earlier phases of your search.  In order to prove this point, some of my friends and associates shared their personal experiences which I, in turn, would like to share with our readers.  The point which needs to be emphasized is that good judgment and caution are required during all phases of job search. 

With this in mind, my writings for the next two weeks have to do with Employment Offer Horror Stories, and the lessons that can be learned.

Lesson Number 1 (The offer that went away): 

   This does not happen often, however it is something to consider.  Several years ago, Seth was able to get a job working for the government, or so he thought.  The day he reported to work, the government instituted a retroactive hiring freeze.  What did this mean to Seth?  The freeze negated his employment offer.  Due to the fact that the hiring freeze was retroactive to three weeks earlier, everyone who had been hired during that three week period also lost their jobs.  Although the freeze was disputed in court, the judge ruled in favor of the government.

   The lesson to be learned:  Seth closed out his job search as soon as he accepted the position with the government.  One of the lessons I learned was to wait until your first job performance evaluation before you close out your job search.  Generally most employers give you a preliminary evaluation 60 to 90 days after your date of hire.  In the event you do not receive an evaluation within that time frame, a good rule of thumb is to close out your job search three months after your date of hire.  If, however, you do not feel comfortable in your new position or you feel that your job is in jeopardy, you should keep your job search open longer. 

Lesson number 2: (The employment offer that went wrong):  Charlene enjoyed being a consultant.  Although she did not receive medical benefits, she enjoyed working on her own schedule.  Unfortunately the recession severely reduced the number of consulting assignments available to her.  As a result, she interviewed for a small firm and landed a managerial position.  She was pleased that she would not have to concern herself with a lack of consulting assignments.

   Her joy, however, was short lived.  On her first day of her new job, she learned that she would have to punch a time clock at the start and finish of her work day (as well as during her lunch break).  “I am a manager”, she complained. “I work on an assignment until it is done.  There is no reason why I should have to punch a time clock!” The executive she complained to was irritated with her statement. “Everyone punches a time clock here and you are no exception!”  Charlene was not happy with the response.

   Later that morning, during her orientation meeting, Charlene remembered that she was on telephone standby for jury duty.  She advised the Human Recourses officer of her upcoming jury service.  “In our company we do not pay for absence due to jury service,” stated the Human Resources officer.  The HR officer continued, “You will have to take those days as vacation time, or days without pay.” Needless to say, Charlene was extremely unhappy with the response Human Resources gave her. 

   Charlene was about to question the legality of the policy but found she was too upset to ask the question.  The more she thought about it, the angrier she became. After her first meeting with her supervisor she was close to tears.  It was then she realized what she had to do.  She walked towards the exit.  She was stopped by the woman at the front desk.  “Excuse me ma’am”, stated the woman at the desk, “if you are leaving the building, you have to punch out!”

  Charlene grabbed her time card, ripped it in half and slammed it with the woman’s desk.  “Here is what you can do with your f**king   time card!” Charlene walked out the door and never returned.

The lesson to be learned:  Wow – where do I start?  First, I’d like to mention that Charlene went back to consulting.  She told me that it is highly unlikely she will ever interview for a full time job again. Now let’s go into some more detail and start with the obvious.  Much of what Charlene went though could have been avoided if she reviewed the handouts she was given during the interview process.  After Charlene calmed down, I looked at the handouts she received from this employer.  The first one I read had to do with paid holidays.  The company allowed only four paid holidays per year.  As Charlene preferred to work on her own schedule, the limited number of paid holidays was a red flag, indicating this was not a position she should consider taking. 

    Next, I asked Charlene to think back to her interview.  Charlene told me that she didn’t get to see much of the company during the interview process. The interviews were confined to a small room; however there were some employees that she spotted outside the building and on the way to the conference room. Charlene told me they seemed unhappy and overburdened.  I told Charlene about my philosophy during the interview process.  “You always need to be aware of your surroundings”, I told her.   I also mentioned my philosophy about using six senses when you are on an interview.  The troubled employees could be a potential sign of a toxic work environment.

   Finally, there is one more lesson to be learned here.  Although the better move would have been not to accept the position in the first place, Charlene did the next best thing.  Rather than trying to tolerate an environment she felt was hostile, she left while she had the chance.  If Charlene ever decides to pursue full time employment again, she will never have to list that employer on her resume.

   Next week we will look at some other employment offers that required closer examination.  In addition, I will write about a personal experience I had with a perspective employer which took place in the early 1990’s.  For now, I will leave you with the following thought: Please review all employment offers carefully.  Never be afraid to ask questions.  Please remember that in many cases you can negotiate an employment agreement.  Until next week, no matter what phase your job search is in, I wish you Good Hunting.

-By Howard K. Young, Contributing Writer & Alumni of The 405 Club.

View all of Howard’s posts here.