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As a student heading into the job market, you are about to make a key, life-changing decision. Therefore, it pays to research prospective employers. They aren't the only ones making a decision - you should have your own selection criteria too.

Begin by asking yourself these fundamental questions:

• What do you want from your career?

• What is important to you in your prospective employer now?

• What will be important to you in five years' time?

• How will you decide which organisation is the right one for you?

While financial prospects or career development may well be high up on your list,surveys - Coopers and Lybrand 1997 and 2003 High Fliers research - have found that most students value having a balanced lifestyle as a key aspiration ahead of pay and prospects. The Hobsons 2003 Barometer survey found that women value companies with good ethics more highly than men do.

What you can do

Graduate employers want to recruit the best - and the best are not easily found. An update to the 1997 survey McKinsey's War for Talent found that it's as hard as ever to attract and retain talented employees. As employers increasingly realise that they are missing out on talented women, they are putting more and more energy into getting their message to the widest possible audience. This is making it easier to spot which employers are a good match for you, in terms of working culture, values and people policies, as well as financial prospects.

At the interview stage, don't be afraid to ask some searching questions - the best organisations will be happy to answer them. Examples include:

1. Can you tell me about your work/life policies - are they well used?
2. Do you have any publications about the organisation's values that you could send me?
3. Could you give me some examples of women who have made it through to senior management?
   

20 SIGNS OF A GOOD EMPLOYER:

• Company values: What are they? Do they relate to the advancement of women?
  

• Business case for women: Why is the advancement of women of economic importance to this company?
  

• Management support: Is the advancement of women supported?
  

• Company policies: How do they prove their policies aren't just rhetoric?
  

• Diversity: How do they seek a diverse workforce where women's talent is required and valued?
  

• Appealing to women: How do they actively attract and position themselves with women in progressive ways?
  

• Remuneration: How do they ensure their women receive equal pay for equal work, and get fair rewards and recognition?
  

• Flexible working: How do they ensure employees have choices about their work/life responsibilities?
  

• Parental and care leave: What is offered?
  

• Women's networks: How do they support women's advancement through internal networks and initiatives?
  

• Training and development: what training opportunities are there and how well are these accessed by women?
  

• Role models: Who are women's role models in this company and why?
  

• Mentoring: How do they provide mentors for their women?
  

• Sponsorship: How do they support women's advancement externally?
  

• Transparency: How do they ensure fair, open and accessible processes for dealing with employment disputes?
  

• Stats and trends: What do their stats and trends show about their ability to attract and retain women?
  

• Satisfaction: How do they measure and act on employee satisfaction?
  

• Public recognition: What external awards and recognition have they and their women received?
  

• Press coverage: What have the press said about this company?
  

• Accountability: How do they report on the advancement of their women in the annual report and company website?

Thanks for your interest.

Karin Schroeck-Singh