A Scorecard To Help You Compare Two Jobs
To help you best compare and choose between two job offers, we asked career coaches, recruiters and hiring managers this question for their best tips. From understanding the growth potential of each offer to building a comparison chart with pros and cons, there are several tips that would aid candidates in deciding which job is better among any two they are offered.Here are eight tips these leaders offer candidates for comparing two job offers:
A Scorecard to Help You Compare Two Jobs
The updated scorecard lets you compare schools based on graduates' earnings, then see how those earnings compare to workers without a degree. It even shows how well a school serves its low-income students.
Hiring teams use interview scorecards are used to standardize the evaluation of candidates in the interview process. In its most basic form, each interviewer completes a scorecard for each candidate. Once the hiring team compiles scorecards for every candidate, they compare rankings and identify the strongest candidates.
When used properly and consistently, interview scorecards help remove potential interview bias, create a quantitative standard for candidate evaluation, and help your organization to make better hiring decisions.
An interview scorecard should not be overly complicated. You should start with around five interview criteria, as well as an easy-to-tabulate scoring system. Click here for more about the resources SmartRecruiters offers to help you create your own personalized interview scorecards. The Harvard Business Review provided a great sample interview scorecard here that you can use as a template.
They limit the eye contact and personal engagement in interviews: because interviewers are focuses on filling out their scorecards, they often fail to properly engage and connect with candidates. One way to help prevent this tendency is to wait until the end of an interview to fill out the scorecard. This way, you minimize distractions during the interview but also ensure the information the candidate shares is still fresh.
Robert S. Kaplan and David P. Norton have developed a set of measures that they refer to as "a balanced scorecard." These measures give top managers a fast but comprehensive view of the organization's performance and include both process and results measures. Kaplan and Norton compare the balanced scorecard to the dials and indicators in an airplane cockpit. For the complex task of flying an airplane, pilots need detailed information about fuel, air speed, altitude, bearing, and other indicators that summarize the current and predicted environment. Reliance on one instrument can be fatal. Similarly, the complexity of managing an organization requires that managers be able to view performance in several areas simultaneously. A balanced scorecard or a balanced set of measures provides that valuable information.
Similar to the last type of question, these interview questions help determine your knowledge of analytics concepts by asking you to compare two related terms. Some pairs you might want to be familiar with include:
A sales scorecard is a personalized report for specific reps that tracks their development and goals. It compares them to industry averages, as well as other reps at the same level within the company.
For users looking to compare new and existing software options for their organization, reviews are your secret weapon. Real, unbiased reviews help highlight how features translate to user experience in a way not found on a vendor website. They will help you get answers, set expectations, and save time.
These are just three suggestions for approaches to take when comparing software. We hope you find them helpful. Most buyers we talk to choose to organize their research in a spreadsheet or a slide presentation format. Feel free to use data you find on TrustRadius as you compile your rationale of how software products compare. You can even link directly to comparison pages for backup!
But neither of those are the important metric when it comes to recruiting. The important metric is the number of qualified applicants a job receives. The more qualified applicants a job attracts, the more chance of a successful hire. So if you want to compare the two jobs, compare 10 to 13, which is a 30% improvement.