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IT: Selecting the best job offer
The document provides information about evaluating and comparing job offers in the IT field. It discusses considering financial factors like salary, bonuses, benefits, expenses, and relocation packages. It also emphasizes examining company culture, such as values, reputation, leadership, work-life balance, and technology used. The document stresses assessing job challenge, responsibilities, management style, opportunities for professional growth, and ability to do impactful work. It provides a systematic approach to evaluating multiple aspects of potential job offers in order to make an informed career decision.
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IT: Selecting the best job offer
- 1. SELECTING THE BEST IT JOBOFFER: DOUGLAS PAULO A SYSTEMATIC APPROACH IT resources
- 2. /02 IT professionals arein high demand across the globe. And thanks to today’s rapid innovation in many industries, that demand is set to grow even more, especially for those involved in application development, quality assurance, network, system analysis, system analysis, and end user support, as well as for database and data mining. In the U.S. alone, nearly 779,505 new IT jobs will be available for IT professionals in 2023 which is translates to 19% growth in jobs—a trend that’s likely to be similar in Europe, Asia, and other parts of the world. The occupational outlook for IT is so positive that according to the 2014 Kelly Global Workforce Index™, 73 percent of IT professionals worldwide are confident they’d be in a good position to secure similar or better jobs if they were to change employers. Along with growing opportunities, there’s also an increasing need among IT workers for a solid method to evaluate job offers—one that doesn’t focus solely on monetary compensation, but takes many more aspects into account to ensure a well-informed, holistic career decision. INTRODUCTION KEY HIGHLIGHTS In this ebook, you’ll learn how to evaluate and compare job offers based upon: • Financial Considerations • Company Culture and Work Environment • Job Challenge and Growth Opportunities • Location • Global Opportunities • Salary Negotiation and Counteroffers
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- 4. /04 There are twotypes of financial considerations to take into account when evaluating a new career opportunity: those related to compensation and those related to expenses. Let’s take a closer look at each. PART I: FINANCIAL CONSIDERATIONS COMPENSATION EXPENSES 87% of IT professionals considered financial aspects a major factor when accepting one job over another. In the U.S., the median salary for an IT professional is The average starting salary for an IT professional after gradation is $81k $49k COST OF LIVING LOCAL AND STATE TAXES TAX EXEMPTIONS COMMUTING AND PARKING EXPENSES SALARY BONUSES BENEFITS 401K STOCK OPTIONS RELOCATION PACKAGE PERKS: • Training reimbursement • Day care • Gym memberships • Commuting expenses
- 5. /05 Compensation The 2014 KellyGlobal Workforce Index shows that 87 percent of IT professionals considered financial aspects a major factor when accepting one job over another. Here are the main points to take into account when faced with a financial offer: Salary: In the U.S., the national average salary for an IT professional is $81,000. The average starting salary for an IT professional after graduating is $49,000. To evaluate the salary offered, compare the annual sum to the going market rate for your experience in your discipline. Bonuses: Many companies offer bonuses. Make sure you understand the difference between a one-time signing incentive as opposed to performance based bonuses. Make sure to also inquire about the frequency and likelihood of performance based bonuses. Benefits: Carefully evaluate the benefits packages. Evaluate what types of health, dental, life, and disability coverage is offered and how it pertains to both yourself and your dependents. PART I: FINANCIAL CONSIDERATIONS
- 6. /06 401K: Assess the401K plan, examining aspects such as which investment company manages it, the fund options, how much the employer matches, and what the vesting schedule is. Stock options: Some employers offer stock options. Assess how much the offered options are worth by multiplying the current stock price by the number of shares offered. Bear in mind that the resulting sum can fluctuate based on rising and falling stock prices. Find out what the vesting schedule is as well as what restrictions apply to exercising your options. Perks: If the employer offers perks such as educational reimbursement, day care, gym memberships, or compensation for commuting, determine how that would increase your disposable income. Relocation package: Many employers offer relocation packages to cover the costs of moving yourself and your family to a new area. Consider aspects such as reimbursement for professional moving services, realtor assistance in buying and/or selling a home, and travel costs. PART I: FINANCIAL CONSIDERATIONS
- 7. /07PART I: FINANCIALCONSIDERATIONS Expenses The flip side of the coin pertains to expenses. Depending on where the job is located, you could have higher or lower costs. Cost of living: Use CNN Money’s cost of living calculator to assess the cost of living in the new location in comparison to your current location. Local and state taxes: Local and state taxes vary, so visit the appropriate state and municipal websites to find out what the tax rates are in the new location. Tax exemptions: In an attempt to attract more business, some cities offer tax exemptions to employees of certain types of companies. Find out what tax exemptions are offered and for how long they apply. Commuting and parking expenses: Depending on location, commuting and parking expenses can be anything from a negligible amount to a considerable monthly expense that should be taken into account when calculating costs.
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- 9. /09 Company culture andwork environment go hand in hand, and it’s important to consider whether they’re a good fit for you. Take the time to speak with current employees to gain a good impression of the company’s culture and work environment. Consider the following aspects: Corporate values: Study the company’s mission statement and history to gain an impression of its values, and evaluate whether they match your own. Commitment to social and environmental responsibility, innovation, diversity, and employee advancement are important aspects to take into account. Company reputation: Assess the company’s reputation in the industry and in the business world in general. You can also visit Glassdoor to find out what current and former employees say about working for the organization. Ask yourself how working for this employer will impact your brand and career. PART II: COMPANY CULTURE AND WORK ENVIRONMENT
- 10. /10 Public or privatecompany: Is the company public or private, and how will that affect your job security, income, and the types of projects you’ll be working on? Matrixed or vertical organizational structure: The 2014 Kelly Global Workforce Index shows that almost a third of workers prefer a matrixed organizational structure to a traditional vertical one. Ask about the company’s structure and gauge how it matches your preferences and work experience. Ask about the company’s structure and gauge how it matches your preferences and work experience. Management/leadership: Find out who your direct leader will be, as well as which professionals form the leadership of the company. Can you work with them? Culture of innovation: If a culture of innovation and creativity where the status quo is challenged is important to you, find out if the company offers this by assessing the kind of projects it takes on and what type of work procedures are utilized. Opportunity to work with knowledgeable colleagues: Working with knowledgeable colleagues can help you enhance your skills and advance your career. Inquire who your peers will be as well as what type of collaborations between departments and organizations the company offers. PART II: COMPANY CULTURE AND WORK ENVIRONMENT Almost 1/3 of workers prefer a matrixed organization to a vertical organization. Vertical: Employees seeking advancement within the organization have a clearly defined “career ladder,” with each layer of the organization representing another rung the employee attempts to reach. Matrixed: fewer layers of management and greater reliance on the use of cross-functional teams and collaboration.
- 11. /11 Work-life balance: Agood work-life balance can help you perform better in your job. Determine how the employer supports work-life balance by asking about things such as flex work and telecommuting options, onsite day care and gyms, vacation or personal time off, overtime policies, and employee support. Collaborative or highly individual work: Some companies encourage highly individual work, while others foster collaborative environments. Ask whether you’ll be working predominantly solo or as part of a team, and assess whether that matches your preferences. Cutting edge technology and top notch equipment: The technology a company uses says a lot about how cutting edge your work will be. Inquire about the types of technology and equipment the employer uses, as well as how often new developments are incorporated into the workflow. Hours, attire, and office space: Find out if the hours are reasonable, what kind of attire is expected, and what your office space will be like. PART II: COMPANY CULTURE AND WORK ENVIRONMENT
- 12. /12 PART III: JOB CHALLENGE ANDGROWTH OPPORTUNITIES
- 13. How challenging ajob is and what growth opportunities it offers can have a significant impact on how engaged you are. Some companies are better suited to challenging work and career advancement than others. Let’s take a closer look at what to consider: Responsibilities in relation to skill set: Evaluate your responsibilities and day-to-day duties in relation to your skill sets and what you want to be doing. Do you understand your responsibilities and are you capable of performing them well? Management style: Consider what management style works best for you. Do you work best when managed hands-on or do you flourish in a highly autonomous setting with little guidance? Challenging work: Will the role challenge you to expand your skills and capabilities in a direction you want to go? Does it offer opportunities for you to contribute in a manner that brings projects to the next level? Impactful work: Find out whether the projects you’ll be working on will have an impact within your company, industry, and even society as a whole. Will you have the opportunity to work on projects that can affect the status quo in a good way? PART III: JOB CHALLENGE AND GROWTH OPPORTUNITIES /13 BEFORE COMMITTING TO A POSITION, IT’S ADVISABLE TO LEARN ABOUT THE CAREER PATHS OFFERED WITHIN THE COMPANY.
- 14. Two-thirds of IT professionals considertraining and development opportunities when choosing between two jobs. Training and development opportunities: Inquire if the company offers training programs, and if so, what kind. Does the employer support continued education? Will you have access to a mentorship program, and if so, what kind of professional will be your mentor? Opportunities for advancement: Before committing to a position, it’s advisable to learn about the career paths offered within the company. Some employers also offer career management support to help you advance in a direction that benefits yourself and the company. Tenure: Especially if you’re applying to an educational organization, ask if it offers tenure to IT professionals. If it does, inquire how many tenured positions are available and what the tenure-track program entails. Recognition: Being recognized for your contributions is extremely important. Investigate whether the company highlights individual contributions within the company and whether it includes individual recognition when publicizing company accomplishments. It’s also advisable to discuss company policy regarding contributing to trade publications and other extracurricular activities that can enhance your credibility as an expert in your field. /14PART III: JOB CHALLENGE AND GROWTH OPPORTUNITIES
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- 16. Location plays animportant role when weighing your career options. Local businesses: The presence of companies that attract innovation to the area can play a significant role in the kind of projects you’ll be working on. At the same time, the more innovative companies there are in the area, the better your prospects in the event you want to move on to another job after a few years. Job market: If your partner or spouse is relocating with you, he or she will most likely want to find a job in the new location. Check out the overall job market, since local unemployment can be high or certain professions may not be in demand. Schools: If you have children, research the quality and rankings of the public and private schools in the area. Great Schools is a good resource to get a general impression of local educational institutions. For more detailed information about rankings, you can contact the state’s Department of Education. PART IV: LOCATION /16 LOCATION CAN IMPACT MANY THINGS, INCLUDING YOUR HOUSING SITUATION, YOUR FUTURE CAREER OPTIONS, AND YOUR FAMILY’S EDUCATIONAL AND EMPLOYMENT OPTIONS.
- 17. Healthcare: Assess whetherthe area offers the level of healthcare you require. Are there good family practitioners, dentists, and hospitals? If you or one of your dependents need special care, are those specialized services available? Housing market: Find out what the housing market is like. Assess whether it’s a buyer’s market, and compare the prices to those in your current location. Speak to a local realtor to find out if you’re likely to recoup your investment if you buy a home now and sell within a few years. Crime rate: Especially if you have a family, it’s important to consider the crime rate in the new location. Contact the local police department for detailed information on crime statistics or reference a crime-mapping website like Crime Reports. Infrastructure and commute: Research the local infrastructure to gain an impression of how long your daily commute will be, whether commuter rails are offered, and how close the nearest airport is if your job will require extensive travel. Travel: If business travel will be a large part of the job, find out how often, how far, and for how long you’ll be traveling. Consider how it will impact your performance as well as your personal life. /17PART IV: LOCATION
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- 19. According to the 2014Kelly Global Workforce Index, 38% of IT professionals considered global opportunities when choosing between two jobs. With the current worldwide shortage of IT professionals and a quickly rising demand, there are likely to be increasingly more international opportunities available. Yet however alluring the career benefits, international relocation should be properly evaluated to ensure positive consequences for both your career and personal life. Take the following points into account: Regional business climate and opportunities: Study the specific area where the job is located to determine whether the business climate is positive for your career. Is it a region known for innovation and important work? Will you have access to resources or opportunities you otherwise wouldn’t have? Will you be working with professionals who can help move your career forward? Geopolitical considerations: National and international politics can have a significant impact on everything from the type of projects you’ll work on to how safe you and your family feel. Investigate the destination country’s domestic and international political situation, as well as its relationship to your country of origin, to gain an impression of the political situation. /19PART V: GLOBAL OPPORTUNITIES 38%
- 20. Personal preference: Whetherliving overseas is right for you or not has a lot to do with personal preference and ability to adapt. Ask yourself whether you and your family can be happy in another country by looking at aspects such as culture, religion, gender roles, etiquette, education, income levels, and crime rates. Also study the geography and climate, and evaluate if you will enjoy living in that environment. If you want in-depth information about what life is like for expats in various countries around the world visit Expatica, an extensive resource with articles about everything from healthcare and home buying to schools and social events. To hear personal experiences, it’s advisable to join the forums and connect with people who are living, or have lived, in the country you’re considering moving to. /20PART V: GLOBAL OPPORTUNITIES HOWEVER ALLURING THE CAREER BENEFITS, INTERNATIONAL RELOCATION SHOULD BE PROPERLY EVALUATED TO ENSURE POSITIVE CONSEQUENCES FOR BOTH YOUR CAREER AND PERSONAL LIFE.
- 21. /21 PART VI: SALARY NEGOTIATION ANDCOUNTEROFFERS
- 22. Sites that canhelp you benchmark average salaries include: • Career One Stop www.careeronestop.org • Salary.com www.salary.com • PayScale www.payscale.com • Glassdoor www.glassdoor.com/ Salaries/index. Selecting the Best Job Offer. Compensation is arguably one of the most important aspects to consider when selecting the best IT job offer. Keep the following points in mind when preparing to negotiate your salary: Don’t settle: Failing to negotiate is a mistake frequently made by younger job seekers as well as female professionals. However, many employers expect you to negotiate and therefore start by offering their lowest bid. Accepting a low offer has far reaching consequences: not only will you possibly be paid less than you’re worth, but since raises and 401K contributions are typically based on a percentage of your salary, you’ll continue to receive less than if you were to negotiate a higher initial remuneration. Find out what a competitive rate is: It’s important to keep in mind that salaries vary depending on location, industry, position, and qualifications. For example, the median annual salary for a software engineer is $78,281; an IT project manager earns an average of $84,216 per year; and a software developer can expect a salary of $69,457 annually.1 You can research salaries on sites such as payscale.com, salary.com, and glassdoor.com. /22PART VI: SALARY NEGOTIATION AND COUNTEROFFERS 1 http://www.payscale.com/research/US/Industry=Information_Technology_(IT)_Services/Salary
- 23. Assess your uniquevalue: Because a lot of IT work is project based, many IT professionals possess very specific, hard-to-find skills. If you possess a skill that’s a key differentiator and makes you the best person for the job, then you should investigate whether you can negotiate a higher rate based on your unique value. Leverage your recruiter relationships: Speak with any recruiters you work with to determine what a reasonable compensation range would be for an IT professional with your credentials. Always make sure that the people you consult are fully aware of your experience and skills, as well as the demands of the position you’re considering. Take all aspects of the compensation package into account. What you are paid is far more than just your salary: it also includes bonuses, benefits, and the other compensation factors listed on page 5. Calculate exactly how much these additional factors add to your annual salary in the form of future revenue, savings, or disposable cash before you make your final decision. /23PART VI: SALARY NEGOTIATION AND COUNTEROFFERS
- 24. Find out whenyou’ll be eligible for a raise. The value of a high salary can be tempered if you have to wait a long time before you get a raise, while a lower salary might be acceptable if you’ll be promoted within a few months. Know your cutoff point: Determine the absolute minimum you’re willing to accept and be prepared to walk away if it’s not met. IT professionals are in high demand, so as long as your salary expectations are realistic, you’re likely to find a better alternative with a different employer. Get the offer in writing: Remember to get the job offer, including the details about the compensation package, in writing. Without a written offer, you have nothing binding. Discussing compensation might be a bit intimidating, but it becomes easier when you assess how much value you’ll bring to an organization. Keep the tips above in mind and you’ll be in a strong position to negotiate the salary you deserve. /24PART VI: SALARY NEGOTIATION AND COUNTEROFFERS
- 25. IT professionals lookingto leave their jobs often receive counteroffers from their current employers trying to entice them to stay. However, counteroffers are frequently made out of desperation, and oftentimes do not end well in the long run. As soon as you receive a counteroffer from your current employer, consider the following points: Your reasons for leaving your employer: Remind yourself why you started looking for employment elsewhere in the first place. Was it salary, lack of job satisfaction, problems with management? Ask yourself how the counteroffer would change things in the event you were to stay. Reasons your employer is offering you more now: A counteroffer comes with career advancement and increased compensation. However, if your employer isn’t prepared to offer you those until you threaten to leave, evaluate what your chances are of getting the career path you deserve with this company. Your employer might doubt your future loyalty: Telling your employer you’re preparing to leave isn’t conducive to mutual trust. If you stay, your employer might not put you on high-profile projects or give you other responsibilities you want. /25PART VI: SALARY NEGOTIATION AND COUNTEROFFERS BEFORE ACCEPTING A COUNTEROFFER, BE SURE TO CAREFULLY CONSIDER THE POTENTIAL RAMIFICATIONS.
- 26. LEVERAGING A COUNTEROFFER Onceyou’ve received a counteroffer, it can be tempting to go to the prospective employer and try to negotiate better terms based on the counteroffer. While it’s perfectly acceptable to negotiate salary and other terms of employment during job negotiations, using a counteroffer as leverage is not advisable. Your prospective employer might doubt your commitment to the new position or even call your trustworthiness into question. BOW OUT GRACEFULLY Always be polite and respectful when turning down an offer. In the event you’re leaving your current employer, communicate that you’ll do everything you can to make the transition to your replacement a smooth one. Bear in mind that you might encounter colleagues from your previous company again in your career—or need to call upon them for references—so make sure to leave on a good note. /26PART VI: SALARY NEGOTIATION AND COUNTEROFFERS
- 27. /27 PART VII: CHECKLIST A QUICKREFERENCE TOOL TO HELP YOU MAKE THE MOST INFORMED DECISION POSSIBLE.
- 28. FINANCIAL CONSIDERATIONS IMPORTANT NOT IMPORTANT NEED CLARIFICATION ACTION ITEM Salary Bonuses Benefits 401K Stock options Perks Relocation package Costof living Local and state taxes Tax exemptions Commuting and parking expenses Other /28 FINANCIAL CONSIDERATIONS COMPANY CULTURE & WORK ENVIRONMENT CULTURE AND ENVIRONMENT IMPORTANT NOT IMPORTANT NEED CLARIFICATION ACTION ITEM Corporate values Company reputation Public or private company Matrixed or vertical organizational structure Management/leadership Culture of innovation Opportunities to work with knowledgeable colleagues Work-life balance Collaborative or individual work Cutting edge technology and top-notch equipment Hours, attire, office space Other
- 29. LOCATION IMPORTANT NOT IMPORTANT NEED CLARIFICATION ACTION ITEM Local businesses Jobmarket Schools Healthcare Housing market Crime rate Infrastructure and commute Travel Distance from friends and family Other GLOBAL OPPORTUNITIES IMPORTANT NOT IMPORTANT NEED CLARIFICATION ACTION ITEM Regional business climate and opportunities Geopolitical considerations Ability to adapt Other LOCATION & GLOBAL OPPORTUNITIES /29 JOB CHALLENGE & GROWTH OPPORTUNITIES CHALLENGE AND GROWTH IMPORTANT NOT IMPORTANT NEED CLARIFICATION ACTION ITEM Responsibilities Management style Challenging work Impactful work Training and development opportunities Opportunities for advancement Tenure Recognition Other
- 30. Although the outlookfor IT professionals jobs is bright, it also means multiple opportunities can present themselves, and a decision to accept or reject can be expected rather quickly— especially in competitive industries that are booming. But no matter how good an opportunity looks, you shouldn’t be left with the burden of making an important career decision from the hip. So remember to put your professional analytical skills to good use by making the most all-inclusive and informed decisions when it comes to your job options. Above all, be prepared to succeed by knowing what’s really on the line: the advancement of your IT career. /30CONCLUSION
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- 32. /32/32 Kelly® has the connectionsto develop your IT career. Our customers include 98% of Fortune 100™ companies. We put a new employee to work every 33 seconds, and every four minutes one gets hired full-time by a Kelly customer. Search for jobs on our Kelly Career Network® , sign up for monthly career tips, or visit www.kellyservices.us/ITcareers for career insights.
- 33. EXIT This information maynot be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party. All trademarks are property of their respective owners. An Equal Opportunity Employer. © 2015 Kelly Services, Inc. ABOUT KELLY SERVICES® As a global leader in providing workforce solutions, Kelly Services, Inc. (Nasdaq: KELYA, KELYB) and its subsidiaries, offer a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Kelly® has a role in managing employment opportunities for more than one million workers around the globe by employing 550,000 of these individuals directly with the remaining workers engaged through its talent supply chain network of supplier partners. Revenue in 2014 was $5.6 billion. Visit kellyservices.com and connect with us on Facebook, LinkedIn, and Twitter. ABOUT THE AUTHOR DOUGLAS PAULO is vice president Center of Excellence and IT Product Group leader for Kelly Services, (Nasdaq: KELYA, KELYB) a world leader in workforce solutions headquartered in Troy, Michigan. In his role, he is responsible for solution development, product strategy, pricing, brand messaging and positioning as well as service development for the IT product portfolio. . Prior to joining Kelly Services in 2012, Mr. Paulo spent 18 years with HP Enterprise Services (formerly EDS) in IT and business process outsourcing (BPO) operations, business development, project and client management both domestically as well as internationally. In addition, Mr. Paulo has extensive experience in leading highly critical large scale global initiatives in service management, business process improvement, global infrastructure, end user computing, service desk and contact center. In addition, Mr. Paulo is recognized for his thought leadership perspective on the IT workforce and career management. During his tenure at Kelly he has authored several content pieces pertaining to trends in IT talent and has a quarterly column featured in Enterprise Executive publication. Mr. Paulo received the Strategic Workforce Planning (SWP), Information Technology Infrastructure Library (ITIL) Foundations and the Zachman Framework for Enterprise Architecture (ZIFA) certificates along with completing the Cornell University—S.C. Johnson Graduate School of Management Executive Education for Product Management. He is multilingual in English, Spanish and Portuguese.