Doughnut Fridays could make or break the experience.
Let’s assume you’re not super desperate for a job. You’ve been searching for a few months, but you still have money in the bank and aren’t completely burnt out on the job search. You just got offered a fairly good position or maybe even two (in a perfect world) and can’t decide which to take. You haven’t been offered your dream job yet, but you also are realistic in knowing that it’ll probably take a hefty chunk of your 20s before you reach it.
Here are 8 factors you should consider before taking the job:
- The interview. First off, the interview itself can be a great way to decide if the company/job is for you. When you interviewed, did they take the time to really describe the company and what your job duties would be? Or were they vague and/or acted rushed? You want to work at a company with managers who will take the time to train you and make you feel welcome and appreciated. At my first job out of college, no one took the time to show me around (not even to the bathroom). Not a good way to welcome a newbie.
- Reputation. Thoroughly research the company. How long have they been around? Does their site look up-to-date? How are their ratings on Yelp? Are they on the Better Business Bureau? Think ahead. After you leave this position, you want to have a respectable company listed on your resume (not a gap in employment).
- Benefits. Even if the salary is less than your last position or less than the standard salary for that position, consider the benefits—they have a monetary value. This includes medical insurance, paid time off, 401k, etc. Do they match your retirement contribution? If so, this is a great sign. These types of benefits costs hundreds of dollars if you have to pay for them on the side.
- Added perks. When I worked for a global book publisher, a corporation spread out over multiple countries and headquartered in Amsterdam, the perks were amazing. We were given a generous tuition reimbursement, fairly flexible scheduling, an annual stipend for a gym membership, two paid volunteer days a year, continuing education, bagels and doughnuts on Fridays (can’t forget that), and the list goes on. These types of extras do exist, so seek them out.
- Managing style. There are Type A (micro) and Type B (macro) managers. Some people prefer the former, while most prefer the latter. Know which you like and learn to identify them before you take the job. A micro manager might tell you to take your break at exactly 12:10 or ask you to do something and then stand over your shoulder while you do it. If you can’t stand a perfectionist, find a position in which you’ll be managed by someone more laid back. It really can make or break the work experience.
- Environment. When you went in for your interview, did the employees seem happy or grumpy? Is everyone in a cramped cube except the CEO? Is there a clean breakroom with a water cooler, fridge, utensils, etc? How was parking? Contemplating these details will give you a glimpse into how much the company values its employees.
- Office culture. Are you a social person? Some offices are all work, no play, while others are pretty social. Do they plan regular social events after hours or even during work hours? Do they take the time to celebrate, or at least acknowledge, people’s birthdays, engagements, etc.?
- Upward mobility. This one may be the most important. If you have no room to grow and have nothing to look forward to, what’s the point really? It is really easy to lose motivation if you don’t continually have a concrete goal you are working toward. Ask about the potential for growth during your interview or early on in your early weeks. Plus, this shows initiative and your eagerness to work hard.
Seriously consider these factors before signing your life away. =)
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I know that #8 Upward Mobility is really an important part of one’s employment. However, I seriously doubt that most employers are hiring with this in mind. Employers seem SO narrow-focused. They just want to fill the job they have, really, they don’t care if the person wants to advance or not. In fact, I think they want someone that doesn’t want to advance (more hassle for them). In most cases, and at most companies, there is no UP. Many will not even promote from within, and go outside when vacancies do open up instead of considering what they already have.
Yes. This is possible. I think there can also be fear of the new person taking their job down the road. I think it depends on the company. At my last job, it took years to get promoted on average, but they always laid out an exact plan on how to get there, milestones and everything.
I think it is a great idea to consider the strength of a company’s benefits program before accepting an employment offer. On the other hand, I dislike how some companies are are distributing “compensation summaries” to employees, assigning monetary value to benefits and continuing education funds. What is a $23,000 salary suddenly looks like $42,000 with these inflated numbers. The strategy is useful on some levels, but it mostly comes across as a PR ploy to soften the blow when wage friezes are in effect.
My first job out of college paid notoriously low salaries but had a great benefits package. Unfortunately, before the age of 25 I think that cash is usually more useful than a robust 401k match. With student loans to pay and the initial expenses of entering the workforce (think: professional wardrobe), a 401k match won’t mean much unless you are paid a salary high enough to take advantage of it.