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職場(chǎng)網(wǎng)站領(lǐng)英（LinkedIn）的一份報(bào)告指出,，每年的10月通常是企業(yè)發(fā)布招聘信息最多的月份,，因?yàn)檎衅附?jīng)理們要趕在年底前填補(bǔ)空缺的職位。在一周7天里,，雇主發(fā)布招聘信息最多的日子是周一,。這個(gè)情報(bào)也是很重要的，如果你是頭25個(gè)遞交求職信的人中的一個(gè),，那么你被錄取的概率就會(huì)大大增加,。

如果你獲得了一個(gè)貌似很不錯(cuò)的工作機(jī)會(huì)，那么恭喜你了,，但先別著開(kāi)香檳。職業(yè)介紹和高管培訓(xùn)機(jī)構(gòu)Essex Partners的高級(jí)合伙人霍華德·塞德?tīng)栔赋觯骸昂芏鄷r(shí)候,，人們會(huì)為一份新工作的某些方面感到興奮——可能是錢(qián),，可能是頭銜，也可能是這家公司的名聲,，但他們?cè)诮邮苓@份工作前并沒(méi)有認(rèn)真思考過(guò)跳槽的利弊,。這樣通常會(huì)導(dǎo)致后續(xù)出現(xiàn)麻煩?！?/p>

塞德?tīng)栒J(rèn)為,，在跳槽之前，我們應(yīng)該先思考以下幾個(gè)問(wèn)題：

你對(duì)這份工作有什么不清楚的地方嗎,？你是否發(fā)現(xiàn)了某些警兆,？

“新公司對(duì)你的期待可能是比較籠統(tǒng)的,，尤其是如果這是一個(gè)新職位?！比?tīng)柋硎?。不過(guò)你首先需要弄明白的是，公司所有人對(duì)這個(gè)職位的目標(biāo)是否認(rèn)同,？你在這個(gè)職位上干到怎樣才算成功,？公司對(duì)你未來(lái)半年或一年的表現(xiàn)有何期待？如果你不確定,，就應(yīng)該問(wèn)一問(wèn),。同樣，如果你提前對(duì)這家公司或這個(gè)行業(yè)做了一番研究,，結(jié)果卻發(fā)現(xiàn)了一些令人擔(dān)憂的跡象,，那么不要猶豫，一定要直接提出來(lái)——當(dāng)然要以一種巧妙的方式,。你完全可以告訴面試官：“我對(duì)這個(gè)機(jī)會(huì)很感興趣,，但是我有幾個(gè)問(wèn)題……”然后仔細(xì)聽(tīng)聽(tīng)他們的回答，哪怕他們的答案是你不希望聽(tīng)到的（越是這種情況就越要警惕）,。

你和你最親近的人談過(guò)了嗎,？

跳槽一般意味著升職加薪，但也意味著要加更久的班,、出更多的差,，有更多的應(yīng)酬，總之會(huì)給你身邊的人帶來(lái)某種影響,。所以在你跳槽之前,，你要清楚它將給你的生活帶來(lái)哪些變化，你身邊的人是否都能夠接受這種變化,。常言說(shuō),，獲得原諒比獲得允許容易。但明明是可以提前溝通的事情,，為什么非要先斬后奏呢,？

這份工作是否符合你的長(zhǎng)期職業(yè)規(guī)劃？

這一點(diǎn)有些難度,。就像塞德?tīng)査f(shuō)的那樣：“你肯定不想向招聘經(jīng)理或者人事部門(mén)傳達(dá)這樣一種信息：‘我只是想把這份工作當(dāng)成一個(gè)跳板或者墊腳石,。’”當(dāng)然,，哪怕你真的這么想,，也不能說(shuō)出來(lái)。另外，不要忘了這份工作的發(fā)展前景,，原來(lái)干這份工作的人如今在做什么,，以及你能夠獲得哪些培訓(xùn)和技能發(fā)展的機(jī)會(huì)。塞德?tīng)柋硎荆骸斑@就是所謂的‘職業(yè)定位’,，也就是說(shuō),，接受這份工作，對(duì)你以后的發(fā)展有什么幫助,？”有一種辦法會(huì)給你一些啟發(fā),，那就是“問(wèn)問(wèn)你的面試官，他是如何干到現(xiàn)在這個(gè)職位的,?！?/p>

見(jiàn)到你未來(lái)的老板了嗎？

塞德?tīng)栔赋觯骸凹幢氵@份工作是一個(gè)很好的機(jī)會(huì),，但如果你要跟一個(gè)你不喜歡或者沒(méi)辦法打交道的人共事,，那你基本上也做不出什么成就?！庇幸馑嫉氖?，根據(jù)領(lǐng)英網(wǎng)的另一項(xiàng)調(diào)查，大多數(shù)求職者雖然同意這種看法,，但他們往往不會(huì)付諸行動(dòng),。有76%的受訪者對(duì)領(lǐng)英網(wǎng)表示，在考慮是否接受一份新工作時(shí),，與這家公司的領(lǐng)導(dǎo)能否相處得好,，是他們會(huì)考慮的一個(gè)“很重要”的因素。有超過(guò)一半（66%）的受訪者表示,，如果他們認(rèn)為自己連尊重這家公司的領(lǐng)導(dǎo)都做不到,，就會(huì)拒絕這份工作。不過(guò)也有59%的受訪者承認(rèn),，他們?cè)谇舐殨r(shí)從未詢問(wèn)過(guò)新領(lǐng)導(dǎo)的管理風(fēng)格,，有44%的受訪者“從未”要求與未來(lái)的同事聊聊新領(lǐng)導(dǎo)的情況。所以毫不例外,，在這些人中,，有42%的人曾經(jīng)因?yàn)榕c領(lǐng)導(dǎo)相處發(fā)生矛盾而辭職過(guò)。

你在入職現(xiàn)公司時(shí)簽了哪些文件,？

還記得你入職現(xiàn)公司的第一天,，人事部門(mén)搬來(lái)了一堆法律文件讓你簽字嗎,？現(xiàn)在,，你不妨撣去上面的灰塵，仔細(xì)讀一讀，或是請(qǐng)個(gè)律師來(lái)替你看看,。你很有可能已經(jīng)在入職時(shí)簽下了“非競(jìng)爭(zhēng)條款”,。這東西以前只見(jiàn)于高級(jí)管理人員的合同，但現(xiàn)在很多公司在招人時(shí)都用上了這一招,，你在簽合同時(shí)甚至可能壓根沒(méi)有意識(shí)到,。這些規(guī)定五花八門(mén)，但基本上都規(guī)定了你在離職后的一段時(shí)期內(nèi)不得為同行業(yè)的任何其他公司工作——這段時(shí)期通常是一到兩年,。

仔細(xì)審視一下這些合同,，你會(huì)發(fā)現(xiàn)里面的很多東西都是“坑”。比如塞德?tīng)栔赋觯骸叭绻阍诰吐殨r(shí)拿到了一筆簽約獎(jiǎng)金或者安置津貼,，那么如果你在一段特定時(shí)間內(nèi)離職的話,，公司可能會(huì)要求你退還這筆錢(qián)?！奔僭O(shè)你僥幸避過(guò)了這個(gè)大坑,，前面還會(huì)有另一個(gè)坑在等著你——招聘協(xié)議往往是求職者和用人企業(yè)通過(guò)談判達(dá)成的，尤其是如果求職者應(yīng)聘的職位較高,，或者具備一些難以替代的重要技能,。但不管是哪種情況，“你都要知道談判里有哪些風(fēng)險(xiǎn),?！比?tīng)柋硎荆骸斑@樣你就會(huì)知道，將來(lái)你可能面臨哪些風(fēng)險(xiǎn),?！?/p>

所以說(shuō)，在你決定跳槽之前,，別不好意思提要求,，一定要提前看看自己要簽的協(xié)議。這不會(huì)讓你顯得很小肚雞腸,，只會(huì)讓用人單位覺(jué)得你是一個(gè)謹(jǐn)慎的人——而哪家企業(yè)不喜歡這一點(diǎn)呢,？（財(cái)富中文網(wǎng)）

譯者：樸成奎

October is the busiest month of the year for new job postings, says a report from LinkedIn, as hiring managers rush to fill openings before year-end, and the day of the week when employers post the most new jobs is Monday. That matters: Being among the first 25 applicants for a job makes you three times more likely to be hired.

If you’ve been offered a great new opportunity, congrats! But don’t break out the bubbly just yet. “Too often, people get so excited about some aspect of the job —whether it’s the money, the title, or the company name— that they don’t think critically enough before they accept,” notes Howard Seidel, a senior partner at outplacement and executive coaching firm Essex Partners. “That usually leads to trouble later.”

Seidel suggests this checklist to consider before you leap:

Is there anything about the job that’s unclear, or a red flag?

“What will be expected of you can be a little fuzzy, especially if it’s a new role that’s just recently been created,” Seidel says. Does everyone agree on what the job’s goals are, what success will look like, and what the employer expects from you in the next six or twelve months? If you’re not sure, now is the time to ask. Likewise, if your research on the company, or the industry, turned up anything worrisome, don’t hesitate to bring it up —tactfully, of course. “It’s perfectly okay to tell an interviewer, ‘I’m really excited about this opportunity, but I just have a few questions...’” Then listen carefully to the answers, even (or especially) if they’re not what you were hoping to hear.

Have you talked it over with your nearest and dearest?

A new job often means more money, but also longer hours, more travel, client dinners at night, or some other change in your routine that will affect other people in your life. Before you sign on, try to get a clear idea of how your day-to-day schedule might be different, and make sure everybody’s on board with it. It may be easier to get forgiveness than permission, as the saying goes, but why chance it?

How will the job fit into your long-term career plans?

This can be a little tricky because, as Seidel puts it, “you don’t want to convey to a hiring manager or an HR person that you only see this as a stepping stone to something else” (even if you do). Still, don’t neglect to ask about where the job leads, what the people who held it in the past are doing now, and what kinds of training and skills development will be available to you. “I call it positioning,” Seidel says. “That is, how will taking this job position you for where you want to end up later?” One approach that can be illuminating: “Ask the person interviewing you how he or she got to the role they’re in now.”

Have you met your future boss?

“Even if the job is great, doing it alongside people you don’t like, or can’t connect with, almost never works out,” notes Seidel. Interestingly, most job seekers say they agree, but they usually don’t act on it, according to a different LinkedIn survey. Consider that 76% of “working professionals” told LinkedIn’s pollsters that, when weighing a job offer, it’s “essential” that they like the person they’d be reporting to, and well over half (66%) would turn down the offer if they didn’t believe they could at least respect their new manager. Yet 59% admit they’ve never asked about the management style of the boss they’d be working for, and 44% “never” request a chat with a prospective coworker about what it’s like to report to this person. Perhaps not surprisingly, 42% of this group have quit a job because they couldn’t get along with the boss.

What did you sign when you joined your current employer?

Remember that pile of legalese that the HR department put in front of you on the first day of the job you have now? Dust it off and read it carefully, or have a lawyer take a look. Noncompete clauses, once limited to senior executives’ contracts, have been popping up in all kinds of employment agreements in recent years, and you may have signed one without realizing it. These provisions vary widely, but many of them prohibit you from working for any other company in your industry —especially a competitor— for a given period of time, usually a year or two.

You might find a few other surprises in the paperwork. For instance, Seidel points out, “if you received a signing bonus or a relocation allowance when you took this job, you might be required to pay it back if you leave the company within a specified period.” But let’s say you’re in the clear. One more thing: Employment agreements are often subject to negotiation between candidates and companies, especially if the candidate is high-ranking or has essential, hard-to-replace skills. In any case, “you need to know what’s in there,” says Seidel, “so you know what risks you may be taking in the future.”

So, before you jump at that great job offer, don’t be shy about asking to see the agreement you’d be signing. It won’t make you seem nit-picky, just thorough —and what employer doesn’t want that?