Career Development
Position Comparison:
How to Evaluate a Job Offer
The Porcupine Category
Of course, there are considerations aside from
money that usually need to be satisfied before an offer can be accepted.
Factors such as your new position title, review periods, work schedule,
vacation allotment, and promotion opportunities are important, and
should be looked at carefully.
To understand the candidate's needs, I use the
porcupine approach to quantify each consideration or "point"
made by the candidate as a condition for acceptance. Once I understand
each point, I can work with the company to put the deal together,
without having to go back later to get "one more thing."
Once you know your bottom line and each
condition, or point on the porcupine, you're in a better position to get
what you want, since you've established quantifiable goals to shoot for.
How an Offer Is Staged
Every company makes hiring decisions
differently. Some will encourage shoot-from-the-hip managers to make job
offers on the spot. Other companies will limit the decision maker's
ability to act quickly and unilaterally, and require a drawn-out series
of staff meetings, subsequent interviews, corporate signatures, and so
on.
These days, it's not uncommon for the hiring
cycle to last weeks or even months, regardless of how
"critical" the position might be. The best approach is to
maintain contact with the company, allowing for the fact that there'll
probably be some delay. Presumably, you asked what the hiring procedure
was when you first interviewed. Their answer should give you some
indication as to when a decision will be made.
Offers can be extended by either a letter, or
verbally from a hiring manager. They can also be made through a third
party, such as a recruiter. In either case, be careful. An offer needs
to include these three components before it can be considered official:
Before you resign from your present job, make
sure you nail down each of these components from a company official,
either verbally or in writing (in the form of an offer letter). Even if
the offer comes through a recruiter, you should always contact the
employer directly, and if possible, get a letter of offer or acceptance
to verify the deal (although a verbal offer and acceptance will act as a
legal contract).
Not long ago, I was working with a candidate
who interviewed for a position with one of my client companies. The
interview went extremely well; so well that the VP of the company called
the candidate at his home that evening to discuss the offer.
"Well, Paul, we really like you," the
employer told the candidate. "The job is yours if you want
it."
"I want it," said Paul. "When do
I start?"
"Well, I'll call Bill tomorrow and work
out the details," replied the employer.
Understandably, Paul got excited. Filled with
pride, he drove his ailing grandmother by the new company the next day,
so he could show off his new place of work.
But guess what? The employer never called me,
and never called Paul, either. For some reason he changed his mind, and
didn't have the decency to let anyone know.
The reason I tell this story is to warn you
that even when the cat seems to be in the bag, it ain't over 'til the
fat lady sings. An offer has to include a position title, a starting
salary, and a date of start to be official; just telling you the job is
yours isn't enough.
Here's another word of caution: Offers
sometimes have strings, or contingencies attached. Don't be surprised if
the fine print requires you to:
Pass a physical examination;
Document your citizenship or immigration status;
Obtain a security clearance;
Undergo a thorough background investigation, in which your credit
history, police records, and travel history might be examined;
Verify your academic credentials; or
Provide proof of your past employment, salary, or military
service.
Very often, these contingencies must be
satisfied before you can to report to work or receive a paycheck. < Previous Page •
Next Page > Accepting the Offer
Position Comparison: How to
Evaluate a Job Offer
> Position Comparison: How to Evaluate
a Job Offer
> Keeping Score
> The Economic
Factor
> Figuring the Bottom Line
> Lay Your Cards on the
Table
> The Porcupine Category
> How an Offer is Staged
> Accepting the Offer
> New Angles and Unusual
Deals
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