Opt�mance

Have you ever been in the enviable position of having multiple job offers and then being faced with the dilemma of which one to accept?  In the ideal situation your career consultant will work with you to determine your KEY OFFER CRITERIA but that does not always happen when you are doing your own search online. So to help those of you doing an online search for that next position Bob Maher, a Senior Consultant at Optimance has provided some guidance for your Career “FIT”.

The old "round peg in a round role" theory of career planning is dysfunctional.  In the typical professional environment today, job descriptions are changing faster than ever before to keep up with the challenges of an economy in transition.   Seize control of such challenges.  

Understand the nature of FIT. You understand that managing your own career involves three key ingredients:

1. Competency with job-changing skills,
2. Continuous research and networking leading to awareness of potential next steps,
3. Confidence in knowing that your career is on the right path and moving forward.

1. Creates an objective target for your efforts ahead;
2. Gives you a meaningful set of questions to ask during research and networking;
3. Provides an objective way to analyze and react to offers as they occur.

To manage your career wisely has you extending the same concept.  Consider the ten factors listed below and then add or subtract from your own list given current circumstances. Keep your criteria in that dynamic state of change that allows you to adapt to market conditions.Examine each factor through the questions listed – and then ask "does this opportunity fit me?

"Work Requirements and Expectations: What is the next right work for you? Is the work process or project oriented?  If it's process oriented, are the requirements and expectations clear?  What kinds of projects will you work on? Will you work on one project at a time, or multiple projects? Are the projects long term or short term? Will you work on a project long enough to see the end result? Is it important to you to be able to see the project as a whole, including the result? Or will you be content to do the work without a big picture understanding? 

Work Environment: Will the work space be a source of comfort and confidence for you? How formal or informal is the environment? Hectic, fast paced? Will you have the opportunity to have flex time, or to tele-commute? How many hours a week does the employer expect you to work? Will you have the freedom to wear casual clothes? What is a typical day like at the company you are considering?  Would they allow a "trial visit" or at least a site visit?Clients: How engaged are you with those you serve?  Will you work with internal and/or external clients? What kind of exposure will you get to the end user of the project? Is it important to you to meet the client or not? To have continuing contact with the client?  Will your successful efforts with a customer result in appropriate rewards?  What is the nature of your responsibilities and accountability for customer service?

Career Path: Is there a defined succession plan? What position(s) can you move to next? How long do new hires generally stay in the same job? How quickly do people get promoted? Are your opportunities for professional development well defined and available to you? Are mentors available?

Training and Personal Development: what kind of training will you get from the employer to do the job? What kind of training will you get to stay current in your area of interest? Are the answers to these two questions different? Does it matter to you if the answers are different?

The Company and Colleagues: Are you proud to be a member of the Team?... To represent their product or service? Is their future in synch with yours?

Managerial Style:  Does your authority match your responsibilities?  How are functions and tasks delegated?  How much freedom will you have to plan and organize your own work? How structured is your potential new job? Does the degree of structure feel comfortable to you? Can you partner with peer and above colleagues to make things happen? Will you get the support from your manager that you need?

Travel and Relocation: Does the job involve travel? How frequently? If you are expected to travel every week, what will the impact be on your family and friends... pets? How do you feel about the possibility of only being home on weekends? How well do you function when your daily routine is disrupted – as it would be if you are living out of a hotel room?

Recognition and Rewards: What kind of feedback can you expect from your new manager? Is there a formal performance appraisal system? How often will you be reviewed? What do you need to do to get a raise? How often will you have the opportunity to get a raise? What other ways does the employer reward its people?

Salary and Benefits: Are you aware of your own position WORTH?  Have you accessed salary survey data?  Is the salary competitive when you look at other jobs you are considering? If the specific salary does not meet your objectives, are there trade offs such as an employee stock purchase plan? A higher sign on bonus? What kind of health insurance coverage does the employer have? How much vacation and /or sick time are you eligible for? If you do not use the time by the end of the year, will the employer let you carry it over to the next year? Will the employer give you the option to "sell it back" in exchange for cash?

If you can answer most of these questions, you will have an educated idea about whether the job is a good fit for you. If you can’t, it is perfectly acceptable to go back to your research and networking and find out!   Once an offer has been extended to you, by or from the hiring authority, it becomes the HR recruiter’s (paperwork processor and gatekeeper) job to get you to say "yes." Answering these questions will help you decide if you want to!

So, what are your key OFFER CRITERIA items? 

 Jim Davidson and Dr. Ira Wolfe

On a recent Southwest flight their “Numbers” article caught my attention. Now in our third year of running our Age Impact Seminar programs centenarians had never been mentioned. Here was new information. The story read that the number of centenarians living in the United States will rise to 160,000 by 2017, making the 100-plus the fastest growing segment of the population. That means that as many as 1 to 3 million of the nation’s 76 million baby boomers will have a shot at hearing Willard Scott announce their names on the today show. The odds are even better for whippersnappers. Experts predict that 1 in 10 girls and 1 in 20 boys born today will live to see 100. 

Our speaker at the first Age Impact Seminar in 2008 was further able to explain the impact of these numbers. Dr Ira Wolfe, President of Poised for the Future Company and author of The Perfect Labor Storm 2.0, provided some startling facts for all of us to consider. As an individual, employer, Boomer, X”er or Civic I think you will be challenged by his information. 

Do you agree with it? What can you do about it? What are your thoughts about his concluding questions? We look forward to your feedback. 

Click on the following link to access his presentation page and then download the Optimance pdf. 

www.perfectlaborstorm.com/Downloads/PLS2_optimance.pdf