LUTZ BUSINESS INSIGHTS
When Evaluating Your Job Offer, Consider These Two Parts
JOSH BOESCH, LUTZ TALENT SHAREHOLDER
Hearing back from a job you applied for can be an exciting journey. Whether you’re starting your career or looking for new opportunities, once you obtain a job offer, a difficult decision may be upon you.
Considering the average job attracts 250 resumes and only around 2 percent of applicants are called in for an interview, a job offer is an accomplishment in itself. However, there are a number of factors that must be considered before you should make the decision to either accept or decline. We’ve broken these down into 2 key areas:
Part one: Evaluate the job
Since you most likely applied for the job in question, you will already have a general idea of what it entails and how you might fit into the role, company culture, etc. In other cases, a recruiter, on behalf of a company, may reach out to you based on your reputation or digital presence. Whatever the case, before you accept, you need to understand the ins and outs of the job itself.
- Gather the facts. To make an informed decision, you must gather all of the facts. You’ll want to consider the job duties you’ll be responsible for, its core objectives, and the company culture. Will it add tools to your tool belt? Will you be in a better position professionally in 5 years to progress closer to your dream job? Will you enjoy the people you work with? You will spend more waking hours with them than with your significant other, so be sure you will get along with your supervisor and team.
- Don’t let a small pay bump steer your decision. If you don’t like the answers to the previous questions, there may not be any reason to further evaluate the offer. If you’re not going to be happy in this job, you’ll likely find yourself in the position of seeking out new employment again.
Part two: Evaluate the offer
Once you have gathered all of the facts and determined that the right move is taking the new position, you can then proceed with evaluating the job offer. The key here is to focus on the facts so that your emotions don’t affect your decision-making process.
- Is the offer fair and competitive in terms of your background and experience? Is it fair in comparison to the work you’ll be asked to complete? If you are struggling with this answer, a recruiter specializing in your area can assist with determining this.
- Evaluate the entire compensation package – not just the salary. What do the benefits look like? Are there opportunities to earn bonuses and how real are they? What will your work-life balance look like? Will there be more flexibility in your schedule? Are there any other perks in regards to your commute, salary review, and average salary increases? What are these perks worth to you and how do they compare to your current benefits?
If you go through this two-part process and feel as though all of the boxes are checked, then it makes sense to accept the offer. However, please be cautious when it comes to counteroffers.
Statistically, these offers rarely work out. In fact, approximately 80 percent of candidates that accept a counteroffer end up leaving their job within six months. This number increases to 90 percent within the twelve-month mark.
Bottom line: Before you accept a new job offer, be sure to address all of the areas discussed above. It has to be the right fit for you and your career-driven goals.
After all, Steve Jobs said it best, “Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work — and the only way to do great work is to love what you do. If you haven’t found it yet, keep looking, and don’t settle. As with all matters of the heart, you’ll know when you find it.”
ABOUT THE AUTHOR
JOSH BOESCH + LUTZ TALENT SHAREHOLDER
Josh Boesch is a Lutz Talent Shareholder with over 14 years of audit and recruiting experience. He heads the Lutz Talent division, a service that helps clients identify “the ideal candidate” to meet their business goals, challenges, culture and vision. His experience as a CPA and his approach to gaining an in-depth understanding of the client’s talent needs, including the skills, experience, cultural understanding and personality fit, has been integral to his success.
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