You have been through the interviews and tests. You have met the team and seen the office. All has gone well, and now you are facing an offer.
Unsurprisingly, different people will have varying reactions. Some will look at it as if they were staring down the barrel of a loaded gun, while others will feel overjoyed.
Whatever your feelings and contents of the offer, you should take a deep breath and approach it in a scientific manner.
The 7 criteria
It is always good to grade an offer on 7 criteria. Each needs to be graded out of a maximum 10 points.
- The job
- Career potential
- Learning potential
- Gut feeling
There will always be an emotional aspect which is of course important and should not be ignored. This is also why “gut feeling” is a criteria that needs to be taken into consideration. It is, however, only one of the aspects that need to be scrutinised. Sadly, all too often, we see people base their entire career decision on pure emotions thus missing out on outstanding opportunities.
Likewise, money is also only one of the factors, and here, too, we see people basing their career moves purely on financials and ending up in jobs that they will not find challenging or a company that they do not align well with.
It is crucial that the decision you make is based on the sum of all factors.
So how do you run a calculation?
The maximum total score is 70 and the minimum score is 0. Scores of 0-34 should not be considered. In fact, you should not be receiving offers from companies that fall in this category. If you are, then you are wasting your time interviewing with the wrong businesses and people.
Offers that have a score higher then 55 are at the upper end of the scale. These are offers you should usually accept with no qualms. The only exception to this is if there are any scores of 3 or below. If there are, then you need to address them and also decide on how important these factors are to you personally.
Finally, offers yielding a score of 35-54 fall in the middle of the curve and need to be further analysed.
So what do you do with a middle-of-the-road result?
Firstly, you need to look if there are any scores of 3 points or less. Are they really 3 points or less? Are these emotional or scientific scores? What if you sleep on it? Can you do anything about them?
Secondly, which points need to be improved on, and can this be discussed with the company?
Lastly, what are the 3 most important factors to you in a new position? How did you score on those? If 2 or more of them scored below a 5, you should seriously consider your options.
Dealing with an offer is a very individual experience; however, bringing a scoring system that takes into considerations the key aspects of any job will help you look at the bigger picture rather than focus purely on one or two points that give only a limited view of the potential of the company and role.
Finally, remember that offers are nice problems to have, so take a deep breath and enjoy this.
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