现在跳槽，你想清楚了吗？

为总结换工作时最常见的错误，我们收集并分析了3类数据：对高管猎头顾问的调查、对跨国企业HR负责人的调查，以及对全球各地企业C级高管的采访。

以下5类错误是猎头顾问提到最多的（HR负责人的反馈和高管的亲身经验教训也提供了佐证）：

猎头顾问告诉我们，求职者经常忽视在4个重要方面做功课。

首先，很多求职者没有去了解相关行业或职位的招聘市场状况。由于掌握信息不够，他们在找工作时的期望不切实际。

其次，求职者不够注意潜在雇主的财务稳定性和市场地位。管理者在并购时都会仔细审视标的公司的财务报表，却想当然地认为请他们去工作的企业财务状况良好。事实却是，很多企业明知快要有麻烦了，仍会寻找高级管理者，因此求职者必须评估这份工作6个月之后是否还存在。

第三，很多管理者忽视文化契合问题。猎头本应关注这点，但常常做不到。如果气场不合，难受的是新入职的人。

第四，求职者以为正式头衔和职位描述准确反映工作内容。但我们都知道，为吸引顶尖人才，企业会美化工作。此外，在管理水平低下的组织，员工会发现职位描述不清晰，职位名称和实际工作内容差别巨大。一位高管说，他最糟糕的一次换工作经历是，跳槽到一家很小的公司做CFO，而实际上主要干COO的活。由于工作内容与职位不符，他很难令人信服，导致工作无法进行。求职者通常不会要求雇主明确描述诸如绩效评估方式之类的工作内容。然而，缺少这些信息，要想成功就只能靠运气。

人们很容易受到高薪诱惑。猎头顾问告诉我们，高管考虑换工作时只把收入列为第四或第五位因素，而在做决定时却将其视为最重要的因素。有些我们采访的高管就承认自己犯过这个错误。一家国际博彩公司负责人才和员工团队建设的副总裁讲了他的故事：“新公司多给我1万美元，工作是一样的，但回头看，我失去的人脉的价值要高得多。”

很多时候，过分关注金钱也会导致功课做不充分。“升职和加薪的吸引力盖过了核心信息的重要性。”一位猎头顾问说。

很多时候，求职者对当下处境太过不满，急于摆脱。他们不去理性计划，而是到处奔忙，毫无必要地急着跳槽，不愿等待合适的机会。求职者以为别的地方一定更好，不仅忽视了做功课，更无法理性分析目前工作中的潜在机会。

……

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“跳槽的5个常见错误+解决措施”双语版

The Most Common Missteps

To identify the most frequent job-hopping errors, we analyzed data from three research streams: a survey of executive search consultants, a survey of HR heads at multinational companies, and interviews with C-level executives around the world. 

Mistake 1: Not doing enough research.

Search consultants told us that job hunters neglect due diligence in four important areas.

First, they often don’t do their homework on the job-market realities for their industry or function. Since they’re not fully informed, they have unrealistic expectations when it comes to the search.

Second, they don’t pay enough attention to a potential employer’s financial stability and market position. Executives who would scrutinize the balance sheet of any firm they might acquire nevertheless assume that companies offering them a job must be on solid ground. Yet plenty of businesses will hire for senior jobs even when they know there’s trouble ahead, so it’s up to the applicant to assess how likely it is that the new job will still exist in six months.

Third, executives fail to consider cultural fit. Although hiring managers are supposed to attend to that, they often don’t—and it’s the new hire who will suffer most if the fit is a poor one.

Fourth, recruits assume that the official job title and description accurately reflect the role. But companies have been known to sweeten a title to attract top talent. Additionally, in a badly managed organization, people may find themselves in ill-defined jobs that have little relationship to their formal titles. One executive described his worst career move as leaving one company for a much smaller firm, where he was given the CFO title even though the bulk of his duties were really those of a COO. He found it hard to establish the credibility he needed to get the job done, given the misalignment of his tasks and title. Job candidates frequently fail to press potential employers for such specifics, including how their performance will be measured. Without that information, the success of any move depends on the luck of the draw.

Mistake 2: Leaving for money.

It’s easy to fall for a financially attractive offer. Search consultants told us that executives contemplating a job change rank income fourth or fifth in terms of importance but bump it to first place when making their decision. Our executive interviewees occasionally owned up to this error. Here’s how the vice president of talent and engagement at an international casino company characterized his own move based on pay: “I was doing the identical role for $10K more, but leaving behind the relationships and connections was just not worth it in hindsight.” Excessive focus on money is a frequently cited reason for inadequate research. “Opportunity for advancement and more money overrides the need to pursue core information,” said one search consultant.

Mistake 3: Going “from” rather than “to.”

Often, job seekers have become so unhappy with their present positions that they are desperate to get out. Instead of planning their career moves, they lurch from one place to the next, applying artificial urgency to the job hunt rather than waiting for the right offer. Candidates not only skimp on research in the belief that the grass has to be greener elsewhere but also fail to look strategically at their current companies for opportunities that might still exist for them.

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鲍里斯·格罗伊斯伯格（Boris Groysberg） 罗宾·亚伯拉罕（Robin Abrahams）| 文  

鲍里斯·格罗伊斯伯格是哈佛商学院副教授，著有《追逐明星》（Chasing Stars，普林斯顿大学出版社，2010年）。罗宾·亚伯拉罕是哈佛商学院助理研究员。 

王晨 | 译   蒋荟蓉 | 校   万艳 | 编辑

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