Choosing a job offer - what should you consider?

The current state of the job market encourages the search for new employers. Labor market experts emphasize that we are dealing with a "candidate's market." From my experience as a headhunter and career coach, candidates often do not spend much time analyzing potential employment proposals. They seldom ask in-depth questions of potential employers, adhering to the mistaken belief that during a job interview, only they need to make a good impression. Work is a significant aspect of life, not least because of the amount of time we dedicate to it. I assume most of us would like to work in a conducive environment. Therefore, I encourage a deeper analysis of the new role and potential new employer.

What is worth analyzing?

To make a good choice, many aspects need to be analyzed. Some of these are very individual, depending on our situation, for example, for some, the distance between home and work may be the most important, for others, it might be the salary level, further education funding, or flexible working hours. However, there is a range of other factors worth considering, which are often overlooked.

Here are a few of them:

• To what extent does this position align with my career plan, and how can it contribute to the next change in my career? In shaping and managing one's career, it is important to have a plan. If you don't have a plan – you don't know where you're headed, and if you don't know where you're headed, you'll never get there. The employer does not manage your career – the employer offers you professional development within the scope and possibilities of the organization. Contemporary labor market theories suggest that an adult will change professions (not just jobs) at least 4 times during their professional life. In a rapidly changing world (economy/technology), many positions will be replaced by others or simply cease to exist. It is therefore essential to shape and manage your own career, as no one else will do it for you. It is worthwhile (in the context of taking on a new position) to develop new skills and "transferable" skills, those that will be useful in the future when taking on an entirely new professional role.

• Is this a new position? Why was it created?/What happened to my predecessor? Find out/ask the potential employer about the history of this position. If it is a newly created position, what is the reason for its creation. I encourage you to do your own analysis of the situation. Not all newly created positions turn out to be needed in the organization in the long run. I know of cases where organizations created new positions and then within a relatively short time either eliminated them or reduced them (sometimes this also involved salary reductions for new employees). If we are dealing with a position that already existed in the organization and the person holding it will not continue their work, it is important to ask why. There could be several reasons: a) the person resigned b) was moved to another position c) was dismissed.

• What competencies am I missing to take on the position we are interested in? To what extent will their absence affect the achievement of objectives? How do I plan to fill the competency gaps?

Taking on a new position should inherently involve some intellectual challenge: we enter a new organization, a new culture, meet new people, learn new work systems, procedures, etc. We will likely use some of our own experiences, which should benefit the employer. In some cases, it may turn out that the position we are taking requires deepening knowledge and developing new competencies. It is crucial to analyze precisely what you still cannot do and how quickly you will be able to acquire new skills and, most importantly, how the future employer will support you in this journey. Sometimes, the employer assumes that the employee will quickly adapt to new duties without offering much support (the so-called "onboarding process" - or introduction is limited to the minimum). Often, such a situation results in high turnover – new employees stop engaging, experiencing a lack of support from the employer. Not everyone finds themselves well in such an environment. If you know that the goals are very ambitious, expectations are high, you lack some competencies, and the induction process is limited or non-existent, accepting a job offer may set us up for failure or very deep stress.

Other questions worth asking yourself before making a final change of position:

Why do I want to work for this company/organization (what is the organizational culture, what are the opinions about the company, how is the company perceived)? What is the mission, vision, and values of the company – are they aligned with mine? By taking on this position, will I have access to new systems/technologies (which ones)? By taking on this position, will I have access to new knowledge? (in what form: training/coaching/mentoring/sharing best practices). Will this position allow me to expand my network of contacts / in what areas? What possibilities does this position offer for further development within the organization? Can this position contribute to my personal development (e.g., working in a multicultural environment/working at a regional/global level, moving to another city/country)? What are the main challenges in this position? What are the main goals for this position? How will they be measured? Are they achievable and sufficiently ambitious? What are the typical challenging situations I will have to face? What team, if any, will I be managing. What do I know about it? Other: Define questions that are important to you. You might consider the following aspects:

• offered salary and benefits package
• location
• work environment
• “life & work balance”
• % of business travel
• other aspects affecting your well-being and motivation

These questions can also help you prepare for job interviews. You can ask some of them to the potential employer during the interview – remember, during a job interview, you have the opportunity (and are encouraged) to ask questions.

Smart questions asked by you are also diagnostic for the recruiter, and they also show your motivation to take on the new position and your mature approach to your career path.