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Making Decisions And Job Offer Negotiation Details

Making Decisions And Job Offer Negotiation Details

August 13, 2009

Secondly, assess the organization for which you would be working:

  • Are the values of the organization aligned with yours?
  • Is the organization one of high structure or less?
  • If the company is public, has its performance been consistent over time?
  • Is the company growing? If so, how has its growth affected its profitability?
  • Has the organization experienced periods of regression that resulted in layoffs? If so, what practices and policies guided the adjustments?
  • Who are its competitors?
  • What is the company’s market share?
  • Does the company have clear career ladders and a record of promoting from within?
  • Is senior management representative of long-tenured employees or talent hired from outside the firm?
  • Does the company have a high retention rate with its employees?

Thirdly, take a close look at the prospective staff that will surround you:

  • What is the experience of your prospective supervisor?
  • To whom does he/she report?
  • What type of regular interaction can you expect from your boss?
  • What is the prevailing management style of your potential superiors?
  • Will you be expected to supervise others? How long have they been in their positions?
  • Are the personalities of and overall chemistry among the employees in your immediate work environment appealing to you?
  • Do the people in your work group display work ethics and habits that align with yours?

We’ve only touched on the many wide-ranging variables of a job offer, most of which can theoretically be negotiated for a final compensation package. One of your challenges will be to record the specific information you gather for each offer you receive in every category that is important to you.

Clearly, many of the criteria you will include on your critical factors list are subjective and gathered through your first-hand observation during the interviewing process – usually beyond the campus interview. You can also learn about many of these types of criteria through networking with current or former employees of an organization, but as with all of these subjective criteria, you must exercise caution and recognize that everyone has his or her own biases and interpretations of employment environments. All in all, determining the factors you consider most important before interviewing is your first step toward devising an effective tracking and analysis system.

Immediately following each interview, record what you have learned about the particulars of the position. Most job seekers agree that a simple grid is the easiest way to capture this information and compare each firm to the others. List key factors in priority order across all the organizations as you interviewing with them, and then use those notes to populate a matrix like the one below for you’re the offers you actually receive.

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