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HOW TO EVALUATE A JOB
OFFER
by Stephanie Legatos
Throughout your job search process
there are many decisions that you will face. Decision-making
doesn’t stop when you receive an offer. No matter how long
you’ve been searching for new employment, it’s unwise to take
an offer without considering a number of questions.
It’s important to prioritize what is
most important to you and evaluate the extent to which the
offer aligns with your priorities. One way to think about the
decisions facing you is to consider four categories of
questions:
- Content: This category encompasses the
work itself (the “what”) and the processes and structures
surrounding the work (the “how”). Do you get excited
thinking about the work? Does the position allow you to use
the skills you most enjoy? How often? Is the product and/or
service something that you believe in? Are passionate about?
Has personal meaning for you? What role will you play in the
organization? Is it important for you to have visibility,
leadership, an impressive title, autonomy? And, to what
extent does the position offer these things?
- Culture: This category encompasses
organizational culture as well as the manager’s style. What
is the culture of the organization? Who are its leaders –
and what do they espouse? Can you find evidence of their
values in the way the company treats its customers and its
employees? What are the “stories on the street” about the
organization? What’s their reputation in the eyes of their
customers, employees, stakeholders, and geographic
community? How is information communicated to employees? How
are decisions made? What does work/life balance mean to you
and what are the organization’s expectations re: work hours?
Did you like the people you met (that you’ll be working
with)? What is the reputation of your supervisor/manager?
What values does she/he stand for? Did you pick up any clues
about her/his management style during the interview? If open
communication and teamwork is important to you, what
evidence or clues do you have about her/his commitment to
this? How does she/he handle conflict – and how does this
match with your own style and preferences?
- Compensation: When you are considering
an offer, income is only one factor in the entire
compensation package. Review the following list of items to
help you evaluate which are of primary importance.
- Income: Does it meet (at least) your financial bottom
line? If so, but it is lower than you wanted, can you
accept this emotionally?
- Additional factors: All of these hold negotiating
potential: health insurance, tuition reimbursement,
professional development courses, vacation time, personal
days, sick days, work hours, telecommuting, performance
reviews and raises, bonus plans, stock options, equipment.
- Examples: Here are four stories of people I know
personally who got more of what they wanted: (1)
negotiated an extra week of vacation although she was told
by each of the five people she interviewed with that “the
policy is two weeks.” (2) negotiated a telecommuting
schedule with a laptop to work at home two days a week.
(3) negotiated a $4,000.00 salary increase in lieu of
health insurance. (4) negotiated a three-month fully paid
severance package in the event employment was terminated
by either party for any reason at any time beyond the
initial six months of employment.
- Challenge: This category concerns your
own professional growth as well as challenges that the
company faces. What opportunities for professional
development, skills building or growth via lateral moves or
promotions exist? Does the organization have a leadership
development or succession plan in place? If the opportunity
to hone particular skills of interest/importance to you is
absent, will you have the time and energy to pursue this on
your own? Is this job a good stepping stone to advance in
the profession or industry? What challenges – current and
emerging – does the organization face? Do you want to
work/grow in these areas? Do these challenges present new,
exciting and professionally/personally satisfying
opportunities for your career?
To use this system, prioritize first:
identify the factors that are of paramount importance to you.
In other words, the things that, if not met, would make you
turn down the offer. Then, you can use the following rating
scale or create one of your own: 1 = Wow! Exceeds
expectations; 2 = meets expectations; 3 = below expectations.
You might rate something a “three,” but that factor might be
of minimal importance to you, so it’s not a deal breaker. This
system allows you to focus on your priorities and the areas in
which you are willing to compromise. Remember: It’s all about
fit.
Stephanie
Legatos, career counselor/coach, and trainer and
instructional designer, M.S. in Human Resources and Counseling
Psychology. In my career counseling work, I balance the
practical and concrete aspects of the job search process with
the expression of passion, soul and spirit in your work/life.
I am a Certified Professional Resume Writer, qualified to use
the Myers-Briggs Type Indicator, and have more than 12 years
of experience using a variety of career assessment tools and
presenting workshops on job search strategies.
I can also help you to meet your
organization’s staff development needs by designing and
presenting training workshops on a variety of topics. Most of
my career history has been in nonprofit organizations. Please
contact me for a list of topics.
Stephanie Legatos is
a career and job search coach, and a Certified Professional
Resume Writer (CPRW) who works with people in diverse
occupations to create compelling marketing tools and a
comprehensive job search strategy. Contact her at bewellpartners@verizon.net,
bewellpartners.com,
or 978-887-0070. |
