Legal Job Offer: Create a Litmus Test for Evaluating an Offer

Receiving a job offer is a thrilling moment, as well as a vindication of your hard work on the job hunt. But simply receiving an offer doesn’t guarantee that this position or firm is the right fit for you.

To evaluate and compare job offers effectively, it’s wise to devise a “litmus test” for job offers. By doing so, you create a standard set of criteria you can use to easily compare and contrast job offers – and to zero in on the job that will best support those elements that are most important to your career happiness and success.

To start creating your personalized litmus test:

List the factors that matter to you in a job.

Different people prioritize different factors in a job and in a job offer. Start by making a list of the factors that matter most to you. Common examples include salary, benefits, growth opportunities and workplace ethics or culture.

If you’re having trouble getting started, think about what you liked most – and least – about previous jobs you’ve held. For instance, if you loved the “teamwork” approach at one job, write it down. Your recruiter can offer insight as well.

Rank these factors from most to least important.

Once you have a list of the factors you find most important in a job, it’s time to start ranking them in order of priority. Put aside any lingering doubts about what you “should” care about, and think instead about what factors motivate you, help you do your best work and make you excited to head to work each day. Put these factors at the top of your list.

Create a rubric to help you analyze each offer.

Inserting your top priorities into a simple rubric can help you make clearer comparisons between job offers. For instance, you might list your top five priorities, with a column for each: Excellent, Satisfactory, and Questionable or Poor.

Then, use the rubric to “score” your job offer. For example, a salary well above the industry average might rate an Excellent, but a limited sick leave policy might be only Satisfactory or even Questionable. Talk to your recruiter about any “Questionable” factor: You may be able to negotiate for a more satisfactory result.

Need more help creating a litmus test?

Talk to your recruiter. Your staffing firm can help you prioritize your needs, share insider market data, assess job offers and decide on the next steps.

At Kent Legal, we’re passionate about connecting legal support professionals to employers who can help them thrive. For help finding your next job in the greater Toronto area, contact us today.

Leave a Reply

Your email address will not be published. Required fields are marked *