Comparing and evaluating job offers:
Sometimes choosing what job offer to accept is easy and other times it’s difficult to remember who is offering what or having to choose between several good options. One of the best pieces of advice we can give you is to ask the tough questions in the interview. The interview is your opportunity to hear the problems you might encounter in each position and is essential information to have when evaluating competing offers. If you encounter difficulty getting information or answers. it may be a red flag that the job will not provide everything that you need in your first position.
General:
- Is there a written job description?
- What are my responsibilities?
- What would a regular workday look like?
This information should help you gain a sense of the management, organization, and work environment in general. A lack of basic employment infrastructure and clear expectations can lead to miscommunication and unmet expectations.
To Assess Your Job Satisfaction:
- What will I need to accomplish in the first 30, 60, and 90 days on the job?
- How is success measured in this position?
- How is formal and informal feedback given?
- What will I like most about this position?
- What assessment tools, therapy resources, and technology will I have?
The answers to these questions are more subjective and speak to the style of supervision and the performance values. Only you know what you find most comfortable and supportive. You want to avoid unrealistic expectations and make sure you are able to meet performance expectations. Your CF experience will require you to transition from student to professional with all the stress and work that entails. We encourage you to seek an employer whose available positions align with your own natural style and values in order to lessen your stress.
To Identify Potential Red Flags:
- What new employee training will be provided?
- How are new questions and ongoing job training issues addressed?
- What was the biggest issue for the department last year?
- What are the biggest challenges I will encounter as a new graduate on staff here?
Companies that have systems in place to provide strong onboarding for new employees. Ongoing training and support are more likely to provide you with the tools you need to have a successful and satisfying CF experience. Their ability to understand and articulate the stresses within the department and in your position is a good indicator that they are in touch with therapy staff concerns and needs.
After the Interview Comparisons:
After each interview, based on the information you have and how the interviewers made you feel, decide if this is an acceptable position or if it is “the” position. Sometimes you just know when the job is right for you. However, if you don’t receive the preferred job offer and need to choose a backup option or if all of the jobs are acceptable but none of them are perfect, here are some important comparisons to make between the job offers you are evaluating:
Comparison Checklist
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Items to Compare |
Why It’s Important |
Company A - Yes/No |
Company B - Yes/No |
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Offer in Writing |
Information given to you in writing is legally binding. Verbal promises are not. All employment offers should be in writing. You are not committed until you accept a written job offer, nor is the company. |
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Annual Compensation |
Hourly rates are not the best comparison for annual earnings. To get the most accurate financial information to calculate your hourly rate multiplied by your guaranteed work hours. If you are not guaranteed work hours you may not earn the wages you expect, may not meet your minimum income needs and may not progress through your CF work hour requirements. |
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Sign-on Bonus |
You can anticipate a lot of unexpected expenses as you transition to the new job and your first paycheck may not be issued for up to a month after you begin work. An employer who addresses these needs shows a commitment to making your transition to their staff easier. |
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Benefits Coverage |
Make a list of benefits to be provided to you: Health Insurance, Prescription Coverage, Dental, Vision, Sick Pay, Vacation Pay, 401K/Retirement, Continuing Education, Professional Dues (ASHA), Mileage Reimbursement, Student Loan Repayment, etc. Also, note what is not provided that you may have to provide on your own. |
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Benefits Costs and Limitations |
Calculate what your out-of-pocket costs will be: Payroll Premium Contributions, Co-Pay Amounts, Deductible, Annual Maximum Out of Pocket, Maximum Annual Coverage, and the cost of any items not provided, such as the cost of uniforms, summer insurance coverage if you are in a school contract, payback/claw-back terms if you leave the job, or your state license, ASHA dues or CEUs if these are not reimbursed by your employer. |
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Relocation Costs |
The costs for relocations are probably tax deductible (for now) but these costs are part of what you will need to cover before you can receive your first paycheck so know how much help you will be receiving from your new employer. |
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Housing and Cost of Living |
Calculate the cost of your deposits, housing costs (rent), and utilities, but also calculate the cost of toll roads, gasoline, trips home, and amenities you need to be comfortable such as a gym membership, or entertainment available in the area. |
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Intangibles |
Evaluate the intangibles such as license assistance, relocation assistance, the Mentorship you will receive, the new skills or certifications you might obtain, your job stability, and the advancement opportunities you will receive in each position. |
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Travel Status |
If you are eligible for Travel Status under the IRS Tax Code will your employer offer you a compliant Travel status compensation package? Verify taxable wages, reimbursement amounts, the value of company-provided travel status items, and Per Diem amounts. |
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