How to evaluate your new job offer
By Damon Montal
Evaluating a job offer is very subjective, but people often focus on
the salary and disregard other key areas. Here is a five-step process that I
developed to help my clients fully evaluate new job opportunities and determine
if this is the right fit for them.
1. Evaluate
the Position: The actual position is the most important part of the offer. In
this new economy, where jobs tend to have a shorter tenure, each position
becomes the stepping-stone to the next position. So if you have a career path
in mind, each job positions you for the next step in your career. Is this
opportunity the right one for you at this time? Would this position align you
with your intended career path? Do you have the necessary skills to do this job
well, and at the same time does this job provide you with growth opportunities
for your continued professional evolution?
2.Is
there Proper Chemistry? The number one ingredient that determines job
satisfaction is the relationship between the employee and the direct manager.
Poor relationships with managers are the main reason people leave companies.
How would you define your new manager’s leadership and communication style? How
would you classify the manager's expectations – reasonable, aggressive or
unreasonable? Did you get a chance to meet your new teammates or that dedicated
client to whom you are supposed to provide outstanding customer service? What do
you like best about your new manager? What troubles you about the manager? I
realize it is hard to make these judgments after only a few interviews, but
remember it is a two-way street. They had the same amount of time with you, and
they also need to go through this evaluation process.
3.The
Compensation: The third thing I look at is the actual compensation. Is the base
salary consistent with your current market value? If you are being compensated
by income other than a base salary (performance bonus, commission, etc.), then
you need to look at the total compensation structure for the position. How are
the health, dental and retirement benefits? What is the vacation policy? Are
there education and training reimbursement opportunities for you to take advantage
of so you can keep your competitive edge? Are there perks that are unique to
this company? I had a client who had two equal offers and finally took the
position that had the best company perks.
4. Evaluate
the Company: Is this the right company for you? Is it in the right industry at
the right size? Is this company financially stable or in growth mode or
targeted for a take over? What is the reputation of the company or its relative
position in the marketplace? How would you describe its corporate culture or
value system? Just reading a corporate vision/mission statement could be
misleading. It is best to find answers directly from your social network. What
is the company's employer's proposition? Why do people like to work there and
choose to stay there? Does this company provide professional growth
opportunities and an employee friendly culture in which to work?
5. Consider
the Geography and the Environment: The last thing I tend to look at is the
physical environment of the company. If your position is working remotely, then
this becomes a non-issue. However, if you physically need to show up every day,
then the location may become important. Consider the impact of the daily
commute. Is there public transportation or do you need to drive? Is the
location of the company near your network, or would the location isolate you
from your networking contacts? How would you evaluate the neighborhood? I have
had clients who turned down a position due to the neighborhood in which they
had to work. Does the company provide flex-time or telecommuting opportunities?
I had other clients who turned down positions because they didn’t feel
comfortable in the building. One client received an offer from a hospital, but
found the administrative building old, worn down and musty. He decided that he
didn’t want to work there.
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