SELECTING THE BEST IT JOB OFFER: DOUGLAS PAULO

A SYSTEMATIC APPROACH

IT resources

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IT professionals are in 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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PART I: FINANCIAL CONSIDERATIONS

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There are two types 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

/05

Compensation

The 2014 Kelly Global 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

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401K: Assess the 401K 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

/07PART I: FINANCIAL CONSIDERATIONS

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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PART II: COMPANY CULTURE AND WORK ENVIRONMENT

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Company culture and work 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

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Public or private company: 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.

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Work-life balance: A good 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

PART III: JOB CHALLENGE AND GROWTH OPPORTUNITIES

How challenging a job 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.

Two-thirds of IT professionals consider training 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

/15

PART IV: LOCATION

Location plays an important 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.

Healthcare: Assess whether the 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

/18

PART V: GLOBAL OPPORTUNITIES

According to the 2014 Kelly 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%

Personal preference: Whether living 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

PART VI: SALARY NEGOTIATION AND COUNTEROFFERS

Sites that can help 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

1http://www.payscale.com/research/US/Industry=Information_Technology_(IT)_Services/Salary

Assess your unique value: 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

Find out when you’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

IT professionals looking to 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.

LEVERAGING A COUNTEROFFER

Once you’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

PART VII: CHECKLIST

A QUICK REFERENCE TOOL TO HELP YOU MAKE THE MOST INFORMED DECISION POSSIBLE.

FINANCIAL CONSIDERATIONS

IMPORTANTNOT IMPORTANT

NEED CLARIFICATION

ACTION ITEM

Salary

Bonuses

Benefits

401K

Stock options

Perks

Relocation package

Cost of living

Local and state taxes

Tax exemptions

Commuting and parking expenses

Other

/28

FINANCIAL CONSIDERATIONS

COMPANY CULTURE & WORK ENVIRONMENT

CULTURE AND ENVIRONMENT IMPORTANTNOT 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

LOCATION IMPORTANTNOT IMPORTANT

NEED CLARIFICATION

ACTION ITEM

Local businesses

Job market

Schools

Healthcare

Housing market

Crime rate

Infrastructure and commute

Travel

Distance from friends and family

Other

GLOBAL OPPORTUNITIES IMPORTANTNOT 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 IMPORTANTNOT IMPORTANT

NEED CLARIFICATION

ACTION ITEM

Responsibilities

Management style

Challenging work

Impactful work

Training and development opportunities

Opportunities for advancement

Tenure

Recognition

Other

Although the outlook for 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

SOURCES:

Talent Market Analyst™

http://www.quintcareers.com/salary_negotiation_mistakes.html

http://www.payscale.com/research/US/Industry=Information_Technology_(IT)_Services/Salary

https://www.themuse.com/advice/how-to-negotiate-salary-37-tips-you-need-to-know

http://www.forbes.com/sites/lisaquast/2014/03/31/job-seekers-8-tips-to-negotiate-your-starting-salary/

http://salary.careerbuilder.com/engineer/

http://www.salary.com/tips-on-evaluating-a-job-offer/

http://guides.wsj.com/personal-finance/retirement/what-is-a-401k/

https://blog.wealthfront.com/stock-options-14-crucial-questions/

http://money.cnn.com/calculator/pf/cost-of-living/

https://www.crimereports.com

http://www.greatschools.org

http://blogs.hbr.org/2009/05/evaluate-how-you-fit-your-comp/

http://www.expatica.com

http://money.usnews.com/money/blogs/outside-voices-careers/2012/03/26/why-you-shouldnt-take-a-counteroffer

http://www.forbes.com/pictures/efkk45ellkf/how-can-i-turn-down-the-counteroffer-without-burning-bridges/

http://www.glassdoor.com/about/index_input.htm

/31

/32/32

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ABOUT KELLY SERVICES®

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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.