Posted on Feb 18, 2015
What benefit do you deem most important when negotiating/reviewing an offer for a new job?
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With so many things to work and prepare for in finding the right job post military, considering the benefits that are best for you when negotiating or reviewing an offer from a company are not generally made a priority in a veterans transitional workshop education.
When you think about it, beyond the standard pay/location, what benefits are most important to you when it comes to accepting/rejecting an offer?
Please vote! The more votes, the more valid the data becomes, and the better we can evaluate what matters to Veteran candidates - your input is much appreciated!
When you think about it, beyond the standard pay/location, what benefits are most important to you when it comes to accepting/rejecting an offer?
Please vote! The more votes, the more valid the data becomes, and the better we can evaluate what matters to Veteran candidates - your input is much appreciated!
Sears Holdings Corporation
Compensation
Benefits
Edited 11 y ago
Posted 11 y ago
Responses: 41
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The top two choices seem to be advancement pathways and healthcare benefits, so far. Those are important, but I chose vacation time/paid time off, and here is my reasoning:
1. Most of the benefits listed here can be replicated on your own, given the funds to do so. Healthcare, education, retirement, all can be funded as an individual. Is it nice to get them from the company? Of course. But I'm not dependent on the company for them.
2. Having a chance at upward mobility is nice, but it's difficult to guarantee. Companies restructure, openings disappear, and sometimes recruiters just flat out lie. Bottom line: If you're not happy with the job you're accepting, don't accept it. The "foot in the door" concept of yesteryear doesn't translate to much of today's corporate environment, where companies often hire from outside, rather than promoting from within.
3. Paid time off is the one thing you can't get without your employer's cooperation, and it's a clearly defined part of the job from the moment of hire (even if it doesn't kick in until later, it's defined at that time). I'd rather have that and pay for the rest myself, then give it up in exchange for something I can get on my own.
1. Most of the benefits listed here can be replicated on your own, given the funds to do so. Healthcare, education, retirement, all can be funded as an individual. Is it nice to get them from the company? Of course. But I'm not dependent on the company for them.
2. Having a chance at upward mobility is nice, but it's difficult to guarantee. Companies restructure, openings disappear, and sometimes recruiters just flat out lie. Bottom line: If you're not happy with the job you're accepting, don't accept it. The "foot in the door" concept of yesteryear doesn't translate to much of today's corporate environment, where companies often hire from outside, rather than promoting from within.
3. Paid time off is the one thing you can't get without your employer's cooperation, and it's a clearly defined part of the job from the moment of hire (even if it doesn't kick in until later, it's defined at that time). I'd rather have that and pay for the rest myself, then give it up in exchange for something I can get on my own.
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MAJ George Hamilton
Good insights - It also happens that for most companies, vacation is the most flexible benefit when it comes to negotiations in the offer process.
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Yup, probably would go with healthcare first, and 401K second, then vacation time. Â If I love my job, I'm not going to be focused on advancement. Â If I'm looking at the job as a way to get in the door, advancement will move up in importance. Â I already have an MBA, so the education isn't as important anymore. Â
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LTC Hillary Luton
Why so many questions? Are you writing a report? First, for me, the question is hypothetical because I'm not actively looking for a job. So these added questions are really mute. Second, not sure why you felt the need to explain your thought pattern to me on what an employer will and will not tell a perspective employee about what is available in their healthcare benefits. Finally, is there a reason you are unwilling to identify yourself?
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My wife has been with the same company for 10 years. UTC (Carrier).
When she started the Benefits were AMAZING. Slowly, over the years, the benefits have slowly dwindled.
First it was the Education Reimbursement. It went from 100% (whatever degree) to 80% (only up to Bachelors). She was part way through her Masters when that happened.
Her 401k Contributions are tied to the profit-sharing of the company, and have been "modified" several times over the years.
The Health Care package has changed at least 3 times.
Because of restructuring, whether it is positions added, subtracted, etc, defining advancement, even in a Fortune 500 company is going to be tricky.
This year, they removed the option of buying an additional week of vacation.
Therefore, my vote is PAY Followed by (Initial Vacation/Paid Time). A company has a much time adjusting your base compensation, than they do your "benefits." Every time they are looking to save 30 cents, they go after your benefits. Additionally, each year "if" you receive a cost of living adjustment, it is off your base pay. The higher the base pay, the more the increase. In years where you don't get an increase, which I have seen many, you're better off.
This isn't to say you shouldn't have Medical or 401k or Education. You absolutely should. But.... Increased pay allows for you to pay for those out of pocket when your company decides to "trim the fat" internally.
When she started the Benefits were AMAZING. Slowly, over the years, the benefits have slowly dwindled.
First it was the Education Reimbursement. It went from 100% (whatever degree) to 80% (only up to Bachelors). She was part way through her Masters when that happened.
Her 401k Contributions are tied to the profit-sharing of the company, and have been "modified" several times over the years.
The Health Care package has changed at least 3 times.
Because of restructuring, whether it is positions added, subtracted, etc, defining advancement, even in a Fortune 500 company is going to be tricky.
This year, they removed the option of buying an additional week of vacation.
Therefore, my vote is PAY Followed by (Initial Vacation/Paid Time). A company has a much time adjusting your base compensation, than they do your "benefits." Every time they are looking to save 30 cents, they go after your benefits. Additionally, each year "if" you receive a cost of living adjustment, it is off your base pay. The higher the base pay, the more the increase. In years where you don't get an increase, which I have seen many, you're better off.
This isn't to say you shouldn't have Medical or 401k or Education. You absolutely should. But.... Increased pay allows for you to pay for those out of pocket when your company decides to "trim the fat" internally.
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Not long ago, I would have said 401 (k) and other retirement benefits were most important. But, given the cost of healthcare these days, it has moved to the top of my list.
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Clearly defined opportunity for advancement is very important. I do not want to be stuck doing the same thing day in and day out for the next 20-25 years until I can fully retire. My next choice would be 401(k), health care, vacation and then education reimbursement.
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Cash is king. "Clearly defined opportunity for advancement within the company" ties neatly with that.
Second in my opinion is "Vacation time/Paid time off" because no matter how much you make you can't buy time.
The rest I can buy with cash... often cheaper than I can get through an employer.
401(k) contributions (I'm assuming it's referring to a company match of contributions) don't perform as well as a Roth IRA long term. I don't turn down free money, but I only contribute what they match and then I dump money into a Roth eTrade account where I can buy whatever fund I want.
Healthcare benefits. My neighbor buys an individual policy cheaper than the local school district offers. Unless you work for a very large corporation that self insures, it's worth checking into.
Education Reimbursement. A degree only gets your foot in the door. You have to have knowledge, experience and the ability to work. There are very few jobs that require a specialized degree (Doctor, lawyer, nurse, etc) weigh the cost in time and money of going to school very carefully, I see a lot of people who go get their masters degree and then can't find a job that makes the investment of time and money worthwhile.
Second in my opinion is "Vacation time/Paid time off" because no matter how much you make you can't buy time.
The rest I can buy with cash... often cheaper than I can get through an employer.
401(k) contributions (I'm assuming it's referring to a company match of contributions) don't perform as well as a Roth IRA long term. I don't turn down free money, but I only contribute what they match and then I dump money into a Roth eTrade account where I can buy whatever fund I want.
Healthcare benefits. My neighbor buys an individual policy cheaper than the local school district offers. Unless you work for a very large corporation that self insures, it's worth checking into.
Education Reimbursement. A degree only gets your foot in the door. You have to have knowledge, experience and the ability to work. There are very few jobs that require a specialized degree (Doctor, lawyer, nurse, etc) weigh the cost in time and money of going to school very carefully, I see a lot of people who go get their masters degree and then can't find a job that makes the investment of time and money worthwhile.
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Gotta be a 'Mission that Matters', just like the military was, or none of this stuff will matter...
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I must admit, one of the most valued benefits to me will be vacation time/paid time off. Just sayin....
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It depends on the economy. You can easily be passed up for an opportunity if you outbid the competition. Making requests like moving expenses plus the common benefits could push you out of contention. For entry level to mid level, most of the benefits are predefined, i. e., Vacation/PTO, 2 weeks to start, etc.
In the DFW area there are so many businesses and potential employees moving into the area by choice, the job market gives employers options. Sometimes you just can't be picky.
In the DFW area there are so many businesses and potential employees moving into the area by choice, the job market gives employers options. Sometimes you just can't be picky.
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