Evaluating your Employment Options in a Candidate-Driven Market

Don’t Just Evaluate the Job

Most companies today understand that it’s a job seeker’s market. For that reason, employers may relish the opportunity to sell all the perks and benefits of a job within their organization. While it can be tempting to laser focus in on the job itself, remember that there are other components of the opportunity you’ll also want to consider.

First and foremost, don’t forget that you’ll likely be working within a team environment. While you may hit it off with the hiring manager, consider asking for the opportunity to meet other members of the team that you’ll be interacting and collaborating with. Also, consider the structure of the organization and the opportunities for growth and development. If you don’t already know the hierarchy of the team or department, or what opportunities might exist for you in one, five, or ten years, it’s an important question to ask!

Do Your Own Research

While a candidate-driven market can lead to more opportunities for job seekers, it can also result in companies over-selling opportunities. We all want to believe that the organization we work for is the absolute best, but if you’re seriously considering making a career move, do your homework on the organizations that are approaching you or considering your candidacy. An excellent way to do this is by relying on employee reviews online, but keep in mind that many online employer reviews contain bias. Another approach may include asking the organization for employee testimonials from current employees!

Pros and Cons – Lists Aren’t All Bad!

You may be surprised to find yourself getting interview requests or even employment offers from multiple companies. And while a pros and cons list might sound like an outdated concept, it can help you shed light on aspects of two or more job opportunities that would greatly influence your overall job satisfaction. Some things to ask yourself when making this list might include:

What are the expectations, or goals, that the hiring managers identified for these roles in the first six months, and how do those expectations and goals compare to one another?

How do the total compensation packages between the job opportunities compare to one another? For instance, if hourly pay is lower with one organization, is that potentially offset by a higher paid-time-off program or lower-cost benefits?

How well does each organization align with my own personal values?

Are the team dynamics different between the two organizations, and if so, how will this impact my work environment?

Is the work-life balance offered by both employers equal, or would one job allow me more flexibility over another?

Based on my own competencies and attributes, is there a potential for conflict or misalignment with either of the roles? For example, if one role is customer-focused and I consider myself to be a naturally quiet and introverted person, will this impact my success in the role?

You won’t always know right away if a new career opportunity is the right move for you. But by evaluating the total package, doing your homework, and asking reflective and honest questions to help you compare opportunities, you will be in a much better position to make the right decision.

Interested in learning more about career opportunities at Cascade? Apply today https://www.cascade-env.com/careers/.

ABOUT THE AUTHOR

Jessica Alexander, SHRM-SCP, Director of Talent Acquisition

Jessica Alexander is the Director of Talent Acquisition for Cascade Environmental, LLC. She holds a B.S. in Human Resource Management, B.S. in Business Administration, MBA, and Doctorate of Philosophy (ABD) in Human Resource Management. After completing ten years of military service in the United States Air Force in the Logistics and Transportation Management field, Jessica launched a distinguished career specializing in recruiting and talent development. She is passionate about the development of people and their ability to drive companies forward.

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