This is a blog post by kununu CEO, Moritz Kothe, originally published on LinkedIn Pulse.
It's our 10th anniversary – how exciting – happy Birthday to us – happy Birthday kununu!!! I am both happy and incredibly honored and proud to be the one leading this amazing company today – its also an obligation for all of us to fight for our Mission. With our headquarter in Vienna and developers in Porto as well as kununu US based in Boston we have truly transitioned into a global company with amazing talent and an incredible energy. I look forward to the years ahead with this amazing crew – but lets also look back.
Mark and Martin Poreda had the bold idea back in 2007 to help job seekers to get to know their workplace before they live it. Long before peer reviews were commonplace. In a world biased towards employers, kununu sought to level the playing field by providing individuals with the kind of company information that can improve work life decisions across the world. And thus in 2007, we created the first platform of employer reviews and ratings powered by the people for the people – authentic company information at the hands of anyone who wants to know what it’s really like inside of a workplace.
In 2013 kununu was fortunate enough to be acquired by XING. This partnership allowed to accelerate growth even further. Today we are not only the original employer review platform, committed to providing the transparency in the workplace everyone deserves, but we are also the number one of its kind in Europe.
Hundreds of thousands of people are sharing their workplace insights on kununu for tens of millions of Jobseekers to make better job decisions – for them to not end up starting a new job and then on the first day realize “oh my god, what have i done”.
Not only do we allow for Jobseekers to benefit from the workplace insights insiders share with us. We also help companies on the B2B side to understand how their employer brand is being perceived vs their competitors which then helps those companies to identify what they can do even better as an employer; to not only attract but also retain the talent they’ve hired and developed.
A year ago we followed another bold idea and brought kununu to the US. We took this step to show Americans what genuine transparency looks like. Whilst there is no lack of Job Boards in the US (like Indeed, Monster, Glassdoor, Career Builder and now Google Jobs) that help job seekers to find the job opening they are looking for, based on location, salary, job role etc., we are yet the only platform of its kind out there that is committed to provide honest information about companies and roles before walking in on day one. Only one year in we have seen great adoption of our platform by both job seekers and companies. We are fortunate to have Monster and Randstad as local partners that help us succeeding in this market and have build a local team in Boston that makes ingenious improvements every single day.
The years ahead.
The best news for everybody: This is just the beginning. In the years ahead we will continue this path. Not only will we work towards doing what we are set out to do even better for Jobseekers and for companies, we will also take the next step to create transparency within companies. Simply finding the next job should not be the only way out for people wanting a better working life.
To everybody out there who contributed to getting kununu to what kununu is today – THANK YOU!!! and to those that will be working with us in the years ahead: ROCK’N ROLL!!!
By Linda Le Phan
When you think about cool job perks, among the most sought-after – arguably moreso than free beer and snacks, depending on who you’re asking! – is unlimited vacation. Or unlimited PTO / paid time off, whatever you want to call it.
The reason is simple: who wouldn’t want the freedom to take off work whenever and however you pleased, all with your boss’ consent? Pretty much every working human being, probably.
This concept of unlimited paid time off sounds like an amazing perk, but does it actually work or is it all a trick? I’ll get to that shortly – first let’s talk about which companies were crazy enough to offer it first.
How the idea got started
The unlimited vacation policy first started as far back as 2004 when Netflix allowed employees to take as many days off as they wanted. Over the years, other big names began to follow suit such as BestBuy and Evernote, as well as local companies (to us) such as HubSpot and Veracode.
Today, roughly 1% of all companies offer a take-all-you-need vacation rule for their employees including VMware, Riot Games, LinkedIn, and Virgin, just to name a few. Which begs the question…
Great perk or HR mind trick?
When it works the way it should, an unlimited vacation policy is actually a really great, legitimate workplace perk. That’s because, for companies that approach it in the right way, the policy is simply one aspect of a greater company culture that fosters an environment of trust, autonomy, and essentially, happier workers. Just as one Praytell Agency employee’s kununu review points out, “we have unlimited vacation time because they trust that we won’t abuse it, and everyone does a great job with it”.
There’s this other theory though, that for companies to voluntarily give employees so much leeway to take time off they must be attempting some sort of HR mind trick. Depending on how you look at it, this isn’t far from the truth.
On the one hand, some employees see an unlimited time-off policy as way to justify unreasonable working hours and an “always working” mindset. For instance, a kununu review from a Gallup employee reveals that, “Gallup promotes unlimited vacation and personal time, but you have to average over 45 hrs per week over the course of the year or your job is not considered full-time. So, by all means take a vacation, but take a company laptop with you and plan on working 8+ hours per day while on vacation. There is considerable pressure to always be connected and available, even in the evenings.”
And for other employees, the policy seems like a great idea in theory but it just isn’t something they can ever actually use. For instance, an employee from Live Nation Entertainment shared in their kununu review: “I loved that I could bring my dog to work and that I had the ability to take as much vacation time I need (unlimited vacation bank) Although, I had too much work to ever take advantage [of it].”
Before you make any conclusions about unlimited vacation policies, you should also know that it sometimes comes with a price.
The cost of unlimited vacation
In 2014, Tribune Publishing reversed it’s unlimited vacation policy back to a traditional one after reports of confusion and concern from employees who 1) felt their vacation days were being taken away, and 2) felt that they were also losing the monetary value of their many years-worth of accumulated paid-time-off.
Slightly more recently, Kickstarter also reversed its unlimited vacation policy, saying that the program actually encouraged employees to take less time off due to a lack of clear guidelines on how to approach their managers about it, and when it was acceptable to do so given the open policy.
As of 2016, only 3 out of the 100 Best Companies to Work For offer unlimited time off.
Whichever way you look at it, unlimited vacation policies are neither all good nor all bad, not always an amazing perk and not just an HR trick. Because generally, when employees are given the freedom to take as much time off as they want, they don’t actually take more time off than they normally would; the number of vacation days employees take is pretty much the same overall with or without an unlimited vacation policy.
And as Moritz Kothe, our CEO, aptly puts it, “No single company policy should make your employees love or hate you. What’s more important is having a set of company values and benefits that create a supportive workplace culture. That’s what will bring out the best in your people individually, and also as a whole group.”
What do you think about unlimited vacation policies? Are you all for it or are you doubtful that they can really work? Let us know @kununu_US!
By Linda Le Phan
Happiness at work, which psychologists also refer to as “job satisfaction”, is what everyone wants but not everyone gets.
What are some common reasons for not being happy at work?:
•You strongly dislike the work you do
•You strongly dislike the people you work with
•The work you’re doing is way too challenging or even impossible
•The work you’re doing isn’t nearly challenging enough
If you’re not happy at work, there’s a good chance one or more of these statements might ring true for you. But even if none of these reasons apply to you, it’s still totally possible to feel undercurrents of dissatisfaction at work.
To be fair though, sometimes happiness at work isn’t totally within your control.
According to our Career Happiness Index, where we evaluated employee happiness within thousands of companies across the U.S., some locations and industries tend to have happier employees than others.
The Top Cities for Employee Happiness are:
•Palo Alto, CA
•San Francisco, CA
And the Top Industries for Employee Happiness are:
•Media / Technology
•Business & Professional Services
But location and industry aside, what else matters for employee happiness? In sum, it has to do with a bit of human psychology and also a bit of common sense.
Here are five rules of employee happiness:
Sense of purpose
The happiest employees have a sense of purpose, also known as “meaning” if you’re going by the scientific theory of happiness. This is especially true for companies who want to retain top talent for as long as possible. The reasoning is simple: the most worthwhile things in life require sacrifice and hard work and in order for you to do both over a sustained period of time, there has to be a belief that what you do actually matters.
Whether that means that the work you’re doing impacts the world at a grand scale, or if you’re improving lives one person at a time, work that has meaning = happier employees.
Employees are happier at work, and are also two times more likely to stay in their current position, when they have a choice about where and when they can work. Giving employees this type of flexibility makes them happier in two ways: 1) it demonstrates trust between employers and employees, and 2) it naturally fosters a higher degree of work-life harmony.
Here’s some more solid proof of that. Companies with the best ratings on kununu tend to offer ‘flexible working hours’ and the ‘ability to work from home’ more often than all other companies overall:
Among all companies rated on kununu:
25.1% offer Flexible working hours
9% offer the Ability to work remotely
Of all top rated companies (4 stars or more) on kununu:
51% offer Flexible working hours
17.4% offer the Ability to work remotely
Human beings are wired to connect and so employees who are able to create and maintain strong relationships with co-workers are happier than those who aren’t. This ties back to a fundamental concept in human psychology and the thing that we fear the most as people – rejection. Close relationships at work allow employees to exchange sympathy and empathy, and ultimately feel accepted as part of a group.
Why do you think #squad became such a big thing?
Because being part of a group makes people really happy!
Added bonus: employees who have strong relationships at work are also more productive, since this social support helps them stay engaged and perform better under stress.
The biggest contributor to employee happiness actually comes from higher up – the presence of transparency in company leadership. If you think about it this makes lots of sense, because transparency correlates with honesty and a lack of transparency correlates with deception, a.k.a. being lied to. And nobody likes being lied to.
Two things happen when employees don’t find transparency from their company leaders: first, they begin to distrust the leaders themselves, and second, they will lose commitment to the company. Both things are giant roadblocks to employee happiness and powerful reasons to promote transparency in the workplace.
In a recent workplace study, nearly 40 percent of workers said the first thing they would change if they could trade places with their bosses would be to say “thank you” more often. This clearly shows how important appreciation is for employee happiness and, in a way, it’s also common sense. Isn’t saying “thank you” something all of our moms taught us?
“Acknowledging employees’ efforts motivates and inspires much more than many people realize,” Joyce Maroney, director of The Workforce Institute at Kronos, said in a statement.”It’s also easy to do and doesn’t cost a thing.”
Are you happy at work? Is there something specific your company does (or doesn’t do!) that contributes to that? Let us know @kununu_US!
New data from employer review site Kununu reveals where you work geographically can have a huge impact on your career happiness.
By Sharon Florentine – Senior Writer, CIO
It's common knowledge that where you work -- meaning who employs you -- impacts your happiness. But according to new data from employee review site Kununu, your workplace happiness is also affected by location, location, location.
Kununu analyzed 194,645 employee reviews from 2016 and took the average across four user-rating categories: Support from management, challenging work, office/workplace environment and teamwork. They used these average scores to rank the happiest cities in the U.S. and create the Career Happiness Index.
While the index includes data across all industries, it's important to note that seven out of the top 10 cities are startup hubs and technology-centric hotspots, and most include technology in their top industries. Here are the top ten U.S. cities with the happiest employees.
1. Cambridge, Massachusetts
Surprisingly, a Silicon Valley city isn't at the top of the list. Unsurprisingly, Cambridge, which is a tech hotspot and a startup hub in its own right, claims that top honor. The top three industries in Cambridge, according to the survey, are Technology/Media, Education and Healthcare.
2. Palo Alto, California
Another not-so-surprising result, considering Palo Alto's one of the major cites in Silicon Valley. The top three industries in Palo Alto are Technology/Media, Healthcare and Education, according to the survey.
3. San Francisco, California
Like its neighboring Silicon Valley, San Francisco boasts all manner of tech startups and innovative companies. The top three industries in the City by the Bay are business services, healthcare and construction. The city also passed a comprehensive paid leave law in 2016, requiring private employers in the city to offer their employees six weeks of fully paid parental leave.
4. Columbus, Ohio
Surprised? You shouldn't be. Columbus is home to the corporate headquarters of retail giants Abercrombie & Fitch and The Limited, among others. The top three industries are business services, government and healthcare, according to the research.
5. Oakland, California
Like its neighbor, San Francisco, Oakland is home to progressive culture and lots of growing businesses. And they have reason to be happy: Unemployment rates in the Bay area are at a 15-year low. The top three industries in Oakland are travel and trade, business services and healthcare.
6. Framingham, Massachusetts
A western suburb of Boston (and the headquarters of CIO's parent company IDG), Framingham is part of the growing tech corridor outside the city. The top three industries are healthcare, retail and education.
7. Burbank, California
Burbank is home to movie studios, next door to Hollywood and just a few miles outside of Los Angeles. The top three industries in the city are entertainment, retail and healthcare, according to Kununu's data.
8. Memphis, Tennessee
Though it's the birthplace of the blues, it seems workers in this city on the Mississippi have plenty to be happy about. The top three industries in the southwest Tennessee city are transportation, business services and government.
9. Boston, Massachusetts
Education, technology/media and tourism and hospitality are the top three industries in Boston, according to the Kununu data. Boston's emerging tech scene rivals Silicon Valley, and is home to many hot startups, technical schools and biotech firms.
10. Philadelphia, Pennsylvania
The City of Brotherly Love and Sisterly Affection has a thriving tech industry, and each spring hosts Philly Tech Week to celebrate opportunities in technology in the greater Philadelphia area. The top three industries, according to the Kununu data, are healthcare, government and transportation.
Guest Post Written By Moritz Kothe, CEO of kununu
“We’re big in Europe.” Bad pickup line or famous last words? I run a workplace insights company called kununu that is, yes, big in Europe. Haven’t heard of us? So far, kununu’s existence has two chapters. In chapter one, we grew quickly: from humble Austrian beginnings to dominance of the European employer-review space. Then we decided to come to the U.S. It was a huge dragon to slay: people here knew literally nothing about us. We expected things to be different, but not nearly as different as what we’ve encountered. That has been kind of funny. And kind of hard.
#1: Cultural differences go beyond lunch choices.
Here’s the thing about Americans: turns out you guys have a lot of feelings.
That’s not to say Germans don’t have feelings. We do! Specifically, we feel strongly about getting work done efficiently (the stereotype is true). Of course, Americans do, too — but in German work culture, communication is pretty black and white. If something isn’t going well, you’ll hear about it directly.
Apparently, Americans prefer to communicate in more of a grey area. I’m told there’s something called the “Sandwich Approach.” It’s safe to say I’m not a convert.
When I moved to Boston, my style of feedback instantly offended people. It’s important to note that I am an extreme version of this stereotype, and in fact a lot of people back home feel offended reading my emails. I managed to make one employee cry in her first 2 weeks! To help combat this, on my third day here I created an email signature: “writing polite and politically correct emails is not my strength; please focus on content.”
That helped, but in all honesty I just didn’t expect the land of John Wayne to be quite so… sensitive.
What We’d Do Differently:
Have an open conversation, right away, about the cultural differences in styles.
Add the email signature on day one.
Bring an American into the leadership fold from the beginning.
#2: Markets are different, and the “playbook” needs to adapt.
Our success in Europe gave us a solid playbook for launch in the U.S., and we did “market research” to mitigate some of our risk. But there’s one thing we didn’t do enough of: actually talking to customers. That’s pretty important for understanding what people want. Turns out we had some serious Americanizing to do, which only comes out of real conversations with Americans.
What We’d Do Differently:
Talk to the market — i.e. actual people — face to face, from day one, with the goal of understanding their problems and solving them.
Adjust our messaging to speak to the U.S. market’s specific needs.
#3: It’s easy to see why Americans hate lawyers.
From incorporating as a U.S. entity, to employment contracts and legalities around hiring, to office lease negotiations, it has been a whirlwind of new codes, contracts and fine print. We hugely underestimated how much paperwork there would be — and how much time it would take to fully understand the implications of the new rules.
I understand lawyer jokes much better now. Unfortunately.
What We’d Do Differently:
The American legal system isn’t going to change anytime soon. Sidenote: as an entrepreneur, I see tons of opportunity here.
If we did it again, we’d budget more time and resources for tasks which, in Germany, are way less of a pain.
#4: You just can’t replace face time. So mothership communication has to adapt.
Skype. Google Hangouts. Slack. Zoom. With all the technology available in 2016, we thought we’d be fine relying on remote communication between Boston and our European headquarters.
But the fact is, the decisions that really matter happen over coffee. Or drinks. And they’re not always planned. Those “hallway conversations” can’t be replaced (for me especially: I’m a walker-talker).
Why? Intangibles make a huge difference. I can’t predict the mood of a given day—or my employees in a given moment. We were missing the little things best addressed by real human interactions. I learned the hard way that facetime is invaluable.
What We’d Do Differently:
Plan regular travel to headquarters from the beginning. Even when it’s a pain. Even when you think it’s not necessary.
Establish a cadence for regular all-hands video calls — even without groundbreaking developments — to foster a stronger team rapport.
Encourage regular peer-to-peer communication across the whole organization.
#5: Hiring is really, really, really hard.
Let’s just say I have a newfound appreciation for HR. We faced some real hurdles in the US. For one thing, we weren’t able to take advantage of referrals. When you’re new to a market and have few connections on the ground, it’s really tough to attract great talent, especially in a competitive job market. This stung; in Europe, our best hires have always come from referrals.
Another hiring issue? Lack of brand recognition. Job candidates are increasingly aware of the “employer brand”; that’s a game everyone’s playing at this point. Despite our strength in Europe, we were completely unknown to people in the Boston market.
We have to get things done and move quickly to build our business. There are lots of people with experience on paper, but that doesn’t always translate to the ability to get things done. Culturally, as Europeans, we struggled to see through the BS in American resumes, which resulted in some regrettable hires. I learned quickly that a “Marketer” — even one with 10 years of agency experience on big brands — is not necessarily going to help me quickly move the needle and drive measurable results.
What We’d Do Differently:
Immediately bring a local counterpart onto the executive team.
Be true to ourselves and hire people with the right “DNA.” For us, that’s smarts and hustle plus domain expertise (Internet, SaaS, and DATA).
Vet candidates such that they “show” us who they are vs. just “telling.”
Say quick goodbyes — having the wrong people on the team in the early days is painful for everyone.
I’m thrilled to be in the U.S., especially now that I know what we’re dealing with. After all, our whole business is based on workplace transparency; it’s fitting that we’d have some bumps in the road. All the better to open up and share them with the world.
Moritz Kothe is the Chief Executive Officer of kununu, the workplace insights platform, which he now leads from its Boston, MA headquarters. He is also Senior Vice President International for XING AG, which acquired kununu in 2013.
The Duo Launched a Co-Authored Survey This Month to Uncover Real, Anonymous Perspectives About the State of Gender Equality at Leading Companies in the U.S.
kununu, the original workplace insights platform, today announced a collaboration with InHerSight, a ratings platform dedicated to improving the workplace for women. The combination of kununu's experienced leadership in the employer insights space and InHerSight's understanding of working women, together provide a unique opportunity to uncover key issues facing women in today's workplace.
Through this collaboration, kununu and InHerSight launched their first Gender Equality In the Workplace Survey, aimed to gather insights from men and women about how female-friendly their companies are. With 7,500+ responses collected to date and counting, working professionals across the nation are encouraged to share their perspectives now through mid-October. When completed, the survey will provide data-driven commentary to advance the conversation about real hot button issues facing women in the workplace today.
"At kununu, we believe that transparency has the power to positively transform the lives of people at work," said Moritz Kothe, kununu CEO. "Transparency not only helps people find companies where they will thrive, but it helps employers understand how they are performing across the key cultural dimensions that matter. For this reason, we're thrilled to be teaming up with Ursula and her team at InHerSight. Together, we are committed to harnessing the power of transparency to accelerate progress toward true gender equality in the workplace. And we're just getting started."
"Every day we learn more about the benefits of a gender diverse workforce, and there are plenty of reports and studies out there dealing with the wider issues women still face in their careers today. But high-level information is hard to act on," said InHerSight CEO Ursula Mead. "We believe the best way to help women and companies achieve their goals is with actionable, company-level data, and we're excited to be partnering with kununu to gather even more of that valuable insight."
Leadership from both kununu and InHerSight will attend at the HR Technology Conference and Exposition at McCormick Place in Chicago from October 4-7, continuing to foster their vision for transparency and gender equality in the workplace.
To participate in the Gender Equality in the Workplace Survey, visit www.inhersight.com/genderequalitysurvey. For more information on kununu and InHerSight, please visit www.kununu.com/us and www.inhersight.com.
kununu is the original employer insights platform committed to creating transparency in the workplace. With insights into company culture, workplace benefits, perks and more, kununu ensures that job seekers have an authentic understanding of life at a company, and that employers have a trusted platform to better engage talent. Headquartered in Boston, MA and Vienna, Austria, kununu is the leading employer review platform in Germany, Austria and Switzerland. The company was founded by brothers Martin and Mark Poreda in 2007 and acquired by XING AG in 2013. To learn more, please visit www.kununu.com/us.
InHerSight is where women go for a better workplace. We help women find great companies to work for, and help companies attract and retain female talent.
At InHerSight.com, women have rated more than 17,250 companies on 15 factors -- from management opportunities to flexibility to salary satisfaction -- and every week we're matching thousands of women to companies that have what they're looking for.
Is your company female friendly? Find out at https://www.inhersight.com.
By Caroline Beaton
A recent survey by Microsoft found that 70% of college students are most worried about landing a dream job or financial stability after graduating.
And they may have good reason: 12.8% of millennials are unemployed, which is more than twice the national average. Meanwhile, two-thirds of current millennial workers want to leave their organizations by 2020 according to a 2016 Deloitte survey.
Millennials are doing lots right in the job hunt. We’re picky, purpose-driven and willing to take risks. But we also frequently make avoidable mistakes that waste our time and sabotage our career prospects. Here are four:
1) Taking what you can get.
Instead, get clear about what you want. This is more complicated than simply following your passion because many things compose what we want: our values, our desired lifestyle, work we enjoy, work that enables pursuit of other things we like.
Deciding what you want, then, requires honesty about all the boxes you want your career to check, not just a general field or activity.
A few ways to define what matters to you professionally:
· Sketch it out. What excites you? What randomly intrigues you? Write it down! The most successful people in all of eternity or at least Richard Branson keep a journal.
· Use an employer review site like kununu, a Yelp for the workplace, to help clarify the details of what you want in work. Your reactions to reviews will shed light on deal breakers and must-haves.
· Be a better person. The closer you get to the “Ideal You”, the clearer it becomes what Ideal You wants to do day-to-day. Read books that inspire your development—whether it’s self-improvement, books on your craft, books that are your craft or biographies. “As you become the highest expression of yourself, the right opportunity will come,” professional inspirer Maxie McCoy told me.
If you’re worried you’ll be fickle, consider Deloitte’s finding that millennials’ values tend not to change as they progress professionally; in fact, they become stronger as we move into management positions.
2) Being well-rounded.
Instead, get advanced training.
In The Art of Work, Jeff Goins recommends asking three questions:
1) What do I want?
2) What am I good at?
3) What does the world need?
Perpetual job seekers often think they know what they want, but they don’t answer the next two questions.
Asking “what am I good at?” can depress recent grads. When I asked myself this as a creative writing major, for example, topic sentences were among my most specific, hard-won skills.
Broad, generalized abilities sink in the job market. Indeed, career experts note increasing demand for advanced skills, particularly in science, technology, engineering and math (STEM). But even if you’re not numbers or strange symbols oriented, you can create a specialty by developing distinct talents.
And you don’t need a $250,000 education to get trained. Take Lynda courses, do an internship alongside your regular job, take classes at a community college or trade school, watch YouTube videos. Many of the best developers taught themselves how to code; many of the best video editors and writers just fiddled around until they got it.
You don’t need an “A” in a class to show employers you know your stuff. Build your own website; freelance and showcase client work; work until you have something to show for it.
3) Doing what everyone else is doing.
Instead, become in-demand by swimming against the current.
Warren Buffet explained that he looks at what everyone else is doing in the stock market; then he does the opposite. Do the same for job applications.
Microsoft found that almost half of surveyed college students saw New York City, San Francisco or Seattle as the “dream city they’d like to land their next job or internship in.” Jobs in these cities are consequentially much more competitive even accounting for more opportunities.
Instead, target uncommon places you like. Any medium-to-large city has plenty of cool bars, plenty of things to do on the weekends, plenty of great people. Do you need to be where everyone else wants to be?
Likewise, Glassdoor publishes job trends, which shows industries with lots of recent activity on the site. But if everyone else is applying, you’ll find yourself unnecessarily competing, compromising and, possibly, out of a job.
So, unless you’re outstandingly qualified, don’t apply to
the most popular jobs. There are thousands of jobs that pay the same, have
similar perks and check your “I want” boxes. Find jobs no one’s talking about
yet. Consider industries that are in high demand, such as engineering,
accounting, IT, healthcare, human resources, property management and sales.
4) Over-polishing yourself.
Instead, tell your story.
To nail an interview, we think about dressing professionally, speaking articulately, a perfect resume.
Though we know we’re selling ourselves, we too-easily forget what sells better than anything: stories. McCoy uses a personal story to make what she’s saying relatable and memorable. For example, “you might talk about a life defining moment: what it taught you and how it changed your perspective for the better.”
Even early in your search, you can showcase your story with specific examples from work experience in your resume, a more narrative cover letter, or by linking to your bio story online.
Millennials instinctively build personal brands. More important for getting a job, however, is a professional brand. Even if you don’t want to maintain a brand for a living, write your mission and vision statement, tell your story as if you’re the founder of You, Inc., and set the stage for your success.
This article originally appeared in Forbes.
A recent survey from workforce rating company kununu finds that almost a quarter of respondents said they thought they'd been misled when they were being interviewed.
By AnnMarie Kuzel
Entering the workforce, whether it be as an intern, part-time worker or full-time employee, is both an exciting and daunting challenge. It requires countless hours being devoted to researching job openings, creating résumés and cover letters, preparing for interviews and, hopefully, receiving and deciding between job offers.
Once a job seeker accepts a job offer, one of two fates is likely to unfold:
The first, a positive experience full of one-of-a-kind learning opportunities that are both fun and educational and take place alongside intelligent, friendly and supportive co-workers who will serve as possible connections and resources throughout the newbie’s future career.
The second, an utter disaster full of boring tasks and
surprise responsibilities, resulting from poorly skilled employers, negative
work environments, and misleading HR professionals who misrepresented the
company during the interview process.
This second fate is what Moritz Kothe, CEO of kununu, an employee rating site new to the U.S. market via a partnership with Monster, describes as the “Oh my God, what have I done?” feeling that job seekers experience all too often after accepting a job offer.
In a kununu survey, which sampled 1,019 employed Americans 18 and older, it found that 23 percent of participants reported having been misled during a job interview, which is almost the same amount of people who reported having been misled on a first date.
Furthermore, 3 out of 10 job seekers felt it is often difficult to receive accurate, honest information about the day-to-day experience of a specific job during the interview process.
Based on these findings, it is no wonder that many Americans regret a job after accepting an offer. Fortunately, this does not have to be the case for everyone. The solution here is research. And lots of it.
Job seeking Americans are curious about many aspects of their potential future employer. For example, Kothe says, “some might be interested in what opportunity advancement is like, and some might be interested in what the culture’s like.” Kununu and other employment rating platforms allow inquiring job seekers to access the answers to these questions as told by real employees who have shared their thoughts, experiences and ratings. This allows interested candidates to receive accurate job and company descriptions from people who have actually experienced it firsthand.
Besides using such platforms as kununu or Glassdoor, job seekers should do as much background research on a company as possible by thoroughly examining the company’s websites, press releases, mentions in the media, etc. They should also seek out any possible connections they might have to a current or past employee of a company, because a job seeker can never have too much information when it comes to choosing which company is the right fit for them.
Whether it be through employee review platforms, internet research, or speaking to personal connections, conducting thorough research about a potential employer is vital. This is the key to finding an internship, part-time job, or career that makes a person happy and helps prepare them for success in future aspirations.
AnnMarie Kuzel is a Workforce editorial intern. Comment below or email firstname.lastname@example.org. Follow Workforce on Twitter at @workforcenews.
The Career Hackers is a new blog devoted to helping people start their careers and achieve their goals. Learn more about The Career Hackers on Tumblr.
kununu, a German-based platform for employer reviews and
ratings, is moving into Seaport offices.
By Justine Hofherr
Calling itself the “Robin Hood of employees,” Kununu, a German-based platform for employer reviews and ratings, claims to offer users a more transparent experience than sites like Glassdoor.
Kununu, which launched in 2007, recently chose the Boston Seaport as its U.S. hub, where it hopes to expand its international presence in a growing tech industry and among top digital talent.
CEO Moritz Kothe told Boston.com that Kununu is unique from other employer review platforms because it is totally free and open to the public. Users have access to all content on the site without creating a login or registration. Leaving an anonymous review only requires your email.
“We have a much more democratic approach,” Kothe said. On sites like Glassdoor, users get a preview of reviews before being prompted to create an account and log in to view all salaries and other information about employers.
On Kununu’s platform, employers are ranked out of five stars, an aggregation of how employees rate the company on individual factors like leadership support, teamwork, autonomy, job security, and work-life balance.
Reviewers can also leave suggestions for improvement and detail what they liked and didn’t like about an employer.
Kununu already has around 200,000 reviews of U.S. companies. Local companies that have already been reviewed include State Street Bank, Boston Children’s Hospital, and Putnam Investments.
Moritz also said employers are encouraged to respond to reviews.
“Employers can use this information to create a better work environment,” Kothe said. “We’re making it easier for people to provide feedback.”
The U.S. version of Kununu officially launches Thursday, June 16. The company anticipates hiring some 25 to 30 people in Boston by the end of the year.