Establishing evaluation criteria for a job search

Dear Bob …

The company I work for has reached the end of the growth road as we’re configured today. Now we seem to be very focused on cost cutting (no raises, pay reductions, and the shift of benefits cost to employees).

I’ll be 40 in a few months and I’m told this is typically when a career (the working span is typically 40 to 65 years old) really starts. So, I’m looking for 3 criteria that I can evaluate my next job by. I pick 3 because that’s about all I can focus on without becoming confused.

My initial list is growth potential (the company and I), quality of leadership, and resource availability. Is this a good list? Do you have other criteria I should consider?

– Trying to be rational about it

Dear Rationalist …

It’s a good question, and sounds like an example of the old saying that when people look for advice, they’re usually looking for an accomplice.

Which is to say, you’ve already taken my best advice. That’s to imagine a friend asked you the question. Figure out what you’d tell your friend, and take the advice, because it’s undoubtedly very good advice.

Before actually answering your question (I will, honest) I’ll say that if your company has reached the end of its growth potential and the most imaginative response its leadership can devise is cutting labor costs as you describe, your company needs new leadership. Sometimes these things are necessary as a stop-gap step, but it isn’t a good sign. Good for you for reading the tea leaves properly.

Now, to answer your question: Assuming you know what kind of job you’re looking for, and the question is who you want to do it for, I have two quibbles with your list … but they’re based on what I value, not what you value. For me, I’d put quality of leadership first, corporate culture and style second, and growth potential third.

But again, this isn’t a list that’s based on anything other than what each of us finds more important. Choose what’s most important to you and go find it.

– Bob