To take the job or not? – Part 2

A bit later than I’d prefer, and not as much progress as I’d like, as this isn’t a workable model, but I wanted to share the first version view of what I’d used before.

Here’s the final cut (you’ll have to click in to see it in better detail): 

Job Model

And, just to let you know, the ranking / trend system:


Back in 2012 (or maybe 2011?) I had been talking to a friend and he had mentioned he was considering jobs. That 15 minute conversation and a little free time on my part spawned the above – neatly color-coded and some basic calculations in. I filled in all of the data based on my understanding his personality, his present situation, and his goals. That said, this is not a perfect item by any means, for the following reasons:

  1. It is all “qualitative” – there are no direct measures behind things like “Base Salary” or “Bonus and/or Equity”. In a better model, a person would be able to say, for example, their current base is $50,000, so let’s say a new job offered $55,000 and maybe that 10% bump links to a 3 (Good). Or they have a Bonus and/or Equity payout that is 20% of base which may be a 2 (Great). Of course, I think people need to individually decide these matters, but data to back it up with be helpful.
  2. It is highly individualized. Initially useful but makes re-use painful.
  3. The categories are highly individualized — I think this could be great for big-step career changers, shifting from industry to the next, and trying to figure out the industry viability…but more often than not, people move within an industry, so it may be overkill.
  4. The ranking system of 1-6, top-to-bottom, in retrospect, I would have preferred from 0-5, bottom-to-top; higher values which are greater than the “Stay” option (which is an evaluation on your current job) mean they are better. Right now, it’s flipped and that’s represents a cognitive load in using the model.

Of course, I could probably nitpick my way through all sorts of issues (i.e., the coloring is not done with conditional formatting/logic, I manually put in the calculated trend opinions based on std deviation calcs, etc.), but I found it a good way to knock out a lot of neutral-to-bad decisions.

Next Steps 
My main goals in the next version remain as I pointed out in the previous post:

  1. Reduce the individuality
  2. Add in user-directed weighting of criteria
  3. Automate the trend icons
  4. Create the “job curve” graph

I’ll keep working on this. Stay tuned!


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