6 things you should know before accepting a job offer

Accepting a job offer? Here are 6 things you should know

June 13, 2022 5:30 AM

Whether you just graduated from college or are currently employed, there’s a good chance you’re looking for a new job. But what happens once you pass the final round of interviews and an official job offer is on the table?

According to a survey by Willis Towers Watson, 56% of workers are looking for a new employer, with 41% willing to quit their jobs for a 5% increase in pay — meaning a few thousand dollars could make the difference between whether talent stays or goes. And since the Great Resignation has left many companies in need of new hires, many job hunters will see a job offer come their way.

“If you're in this market right now, you probably have never been here at a better time because you're in demand almost regardless of what your skill set is,” says Scott Garfield, executive vice president of CIBR Warriors, a cybersecurity staffing solutions company. “There's high demand and a low supply of workers, so that's naturally going to drive up the price you see on an offer.”

That being said, Garfield still advises that applicants carefully consider both their job offer and potential employer before signing. Even prior to seeing the job offer, candidates should have gained an understanding from the application process and interviews about whether their expectations and the organization’s expectations align, explains Garfield.

If and when the offer comes through, Garfield has an acronym that can help candidates check if they are the right fit: CLAMPS, which stands for challenge, location, advancement, money, people and security. Basically, job offers will rise above and fall short of different aspects of CLAMPS, and it’s up to the candidate to deem what is necessary and what they can compromise.

Here’s how to use the acronym to decide if your job offer is good enough to take:

Challenge

Garfield encourages candidates to consider whether the role will offer the chance for skill growth, or if they may encounter fewer opportunities to challenge their current knowledge and experiences. For some, challenge and growth will be essential to staying engaged and succeeding in their new workplace, Garfield says.

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Location

Especially given the option of remote work, candidates will also have to decide if they will be productive and healthy working in an office full time or need a hybrid or fully remote option. Job seekers who identify as caregivers may need a hybrid workplace, while some feel more comfortable keeping their work separate from their homes — everyone has to decide how they want their personal lives to interact with their professional lives, says Garfield.

Advancement

Candidates should note if their new workplace will potentially offer opportunities for promotions and leadership roles in the near future. This could mean the chances for better pay in the long-term, even if the initial offer is not ideal.

“A candidate could be more inclined to take a little bit less in their salary if they have an opportunity to advance their career more rapidly,” says Garfield. “Candidates should really question and then rank what the most important factors are to them.”

Money

Garfield underlines research as the most crucial tool candidates have when it comes to considering and negotiating the compensation written on the job offer.

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“Know what the market is paying for your services based on your level of experience, specific skill sets and geographic location,” says Garfield. “This is even more necessary for anyone coming out of university or re-entering the workforce after a long period of time.”

When it comes to negotiation, Garfield advises candidates to not only ask for more competitive pay, but consider if more paid time off or the option to work from home may prove more valuable in the long run. While some companies may struggle to up their salary offer, they could give a candidate more PTO, which shows how much value the candidate as a new hire, explains Garfield.

People

While an often underrated point, Garfield asks that candidates be honest about whether they liked the people they interviewed with and the work culture they represent. If the answer is no, then candidates should rethink if the offer is worth enduring a team and culture that will be a cause of discomfort and disengagement.

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Security

Lastly, candidates should have an understanding of the longevity of their new position, as well as the company. Do they see themselves working and growing in this new position for the next three to five years? Does the company have the opportunity to grow in today’s market? Garfield pushes candidates to ask themselves these questions, especially if they are looking for long-term stability.

“It’s no different than when you’re trying to date — you’re looking for alignment and mutual expectations,” says Garfield. “Go on a few dates and make sure you’re finding the right organization that can articulate how they’re going to help you and the future of your career. If you do that, I think you'll land in the right place.”