How to Evaluate Multiple Job Offers

If you are one of the fortunate few to begin benefitting from the slow-going jobs recovery you are in an enviable position.  Furthermore, if the offers number more than one you truly are in an exceptional position and can count your lucky stars for your luck, diligence, experience and brilliance.  In a recent New York Times editorial, Thomas Friedman opines about the factors necessary to get a job at Google.  Casting aside the importance of GPA and test scores, Mr. Friedman’s piece cites leadership, humility, collaboration, adaptability and a love of learning or relearning as critical metrics to assess success.  These same attributes likely are the factors that can help you evaluate multiple job offers. 

Here is how it might work.  First, employing your skills at Excel, create a spreadsheet that gives you a quick assessment table to compare and contrast the offers.  On one axis, list the offers that you have received whether it be one or many.  On the other axis, list the factors of leadership, humility, collaboration, adaptability and a love of learning.  You might want to also include other elements that are important to you in a job such as ethical behavior, salary, perks, health care coverage, 401K, free lunch, Friday beer bashes, free donuts in the morning, etc.  You get the idea.  Assign a point system to each of the cells and rank them based on fit and preference.  Once you have assembled your spreadsheet, evaluate each job offer based on the total points and see how each stacks up. 

For the first five factors I mentioned above, let me elaborate on what to consider and to pose questions you should ask of yourself..

Leadership.  Does the new position give you the latitude to both lead and learn new leadership skills?  Is the company itself a leader? Have the people with whom you interviewed demonstrated leadership to you.  Is your potential boss a leader and have you seen evidence of such skill?  You may want to scour the Internet, including Google to look for signs and validation. 

Humility. Does your moral compass resonate with that of the potential employer? Does the company seem to have the intellectual fabric to both learn from you and teach you new tricks?  Do you believe you are open to be accepting of new ideas and the means of accomplishing what you are being hired to do?  Do you have an ego that can be left at the door in the morning?  At the same time, have those with whom you interviewed struck you as being open and accepting?  Have they demonstrated an equal measure of humility and ownership?

Collaboration. Do you have the courage and mentality to team play?  Are you able to join forces with others in pooling your intellectual talents and creative ideas based on your experience.  Has the company and those with whom you interviewed demonstrated mutual commitment to both cooperative and collaborate through their word and/or actions in the marketplace?  Do you get a sense of team from your interview experience and from what others outside the organization say or write? 

Adaptability.  Does the company demonstrate operational flexibility?  Do they conduct their business with flexibility in both ideology and action?  What do their customers say about them both privately and publicly?  What is the company’s track record in the industry.  Has its record over the years demonstrated its ability to adapt to change.  There are many examples of firms able to adapt such as IBM, 3M, P&G and Google.   There is also an equal number of firms who have not. 

Learning.  How is your learning curve and thirst for new knowledge?  Do you sense that the role to which you have been offered includes a road map of learning at the firm?  Does the culture encourage expanding the employee knowledge and skills?  Does the company have a training department?  Does the company sponsor post college education?  Does it boast a high number of degreed employees and does it have ongoing relationships with academic institutions? 

While these are not the only metrics to evaluate job offers, they do represent an important basis to compare and contrast the characteristics that will lead to a good decision and selection. As you evaluate the offers based on the criteria, consider also your passions, interests and abilities.  Assess each position based on the characteristics spelled out in the spreadsheet.  Rate each one and when you have completed the exercise, tally the results.  In the outcome is your answer. 

Look Before You Leap: Factors to Consider before Accepting a Job Offer

For certain we are enduring one of the worst job markets since the 1930s. Unemployment is still near double digits and we are now only seeing early buds of a recovery. Jobs are far and few between and those landing are bolstered by solid networks and a great ability to communicate their accomplishments to employers only too willing to hire the best, the brightest and the most economical.

With that as a backdrop you would logically think that landing any job under any circumstance would be the order of the day. Not so Kemosahbee! In my view, we operate in an era that I will loosely call “employment trust,” whereby employee and employer are on equal footing with each having the right of first recusal. This means that both the job seeker and the employer have equal rights to find each other unfit or unqualified. Sure jobs and job offers are hard to come by. But jumping at the first job that comes along might well be fool hardy at best or a disaster of major proportions at worst.

 

So what is the litmus test to ascertain if an employer is unfit to have you grace its presence? Look before you leap.  Here are some red flags to ponder.

1. Learn the history, assuming the position is one that lights your fire and about which you have much passion and interest. What is the background of the position you are filling? Who was in the job and did the person leave voluntarily? For that matter, has the role been a revolving door? Have you spoken with your predecessor and how many folks have held the position? Unless your predecessor was promoted up the ladder or went on to greener pastures, you may want to take a pass. These are warning signs that there is danger looming ahead.

2. Examine management stability. Look at the top as well. Has the CEO been at the company for some time? If not, how long has that person been on the job? And what is the history of the CEO slot? If the company has had a string of leaders, chances are the company is operating without a rudder. Let that ship sail without you.

3. Study the company’s vision and values. If they are not in sync with your own goals and objectives, don’t be blindsided by the offer. It may not be a good fit. Make certain there is resonance with your own thinking, chemistry and personality. Do not compromise your own integrity.

4. Is your potential employer really an “unemployer.” Do your Google or Bing research. Does the company have a record of layoffs, restructurings or strategy shifts? These are an indication of poor management. If uncertainty is not your cup of tea, run and do not look back.


5. Consider profitability. Unless the company is a startup and in the formation mode, the company ought to be making money. If not, make haste and forget that loser.


6. The office ambience is cloudy with a chance of rain. Pay attention to the office environment. Do the people look happy or is everyone running around shoulders slumped and eyes to the ground? Unless you encounter enthusiastic smiles and energetic movement, you may want to think twice about a gig where the atmosphere is likely gloomy and grey.

7. Your salary negotiations are a marathon. Are you spending a lot of time debating your salary and or justifying your desired level compensation package? Are you being nickel and dimed to death in benefits? Is a contract an issue? Look, if you are the right fit and you have the skills the company needs, there should be no need for lengthy negotiations. Take a walk; it is not worth the aggravation.   

8. The customers have unanswered gripes. Before you take the final step. Talk to some customers. Find out if they are pleased with the product as well as the service. Let’s face it, the “customer is always right.” So if you encounter complaints of any sort that remain unanswered, where there is smoke there is fire. Just walk on by that frying pan.

9. GlassDoor.com gives the company a thumbs down. Glassdoor.com is a web site that takes an inside look at jobs and companies from anonymous sources. What you may find is a broad spectrum of opinion from disgruntled former employees or delightfully happy current employees. Consider the source but stay the course. Read all of the reviews and judge for yourself. If you find two or more red flags you may have a lemon on your hands. Forewarned is forearmed.