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How to Decide Between Two Jobs

Episode overview

Pete and Ricky offer advice on how to decide between two jobs during this episode of the finding career zen podcast. As a candidate, you need to think above and beyond salary and total compensation and start looking at the organization’s culture. Is it an environment where you want to work?

As discussed throughout the episode, Pete and Ricky agree that there’s no one-size-fits-all answer to any of these considerations. Only once you fully understand the benefits, perks, culture, and other variables should you look to decide. 

Wondering what the number one thing is to consider when deciding? Tune in to find out!

33 minutes

View transcript

Things to consider when deciding between two jobs

  • Money. Determine the job’s value and what you’re willing to give up. Ask yourself what’s going to help you and your family be properly compensated for the work that you’re doing.
  • Perks. They are being used as a differentiator to attract talent. Companies have become very creative with their offer, so figure out which unique perks are important to you. 
  • Benefits. These become increasingly important as you get older. Health risks increase with age and the likelihood you’ll have a family. 
  • Commute. Do you have to do it at all? If so, you need to consider gas, tolls, the wear and tear on car tires, and even having a car. All these costs can add up quickly. 
  • Culture. Is the role remote or in person, what hours are you expected to work, and what’s the company’s mission? These factors may or may not be important to you, but they should all be considered before making a decision. 

Additional resources

About Pete Newsome

Pete Newsome headshot

Pete Newsome is the President and founder of zengig, which he created after spending two decades in staffing and recruiting. He’s also the founder of 4 Corner Resources, the nationally acclaimed and award-winning staffing and recruiting firm he started out of a home office in 2005. Pete’s primary mission back then was the same as it is today: to do business in a personal way; with a commitment to zengig becoming the most comprehensive source of expert advice, tools, and resources for career growth and happiness. When he’s not in the office or spending time with his family of six, you can find Pete sharing his career knowledge and expertise through public speaking, writing, and as the host of the Finding Career Zen & Hire Calling podcasts.


Pete Newsome  00:01
You’re listening and watching the finding career zen podcast. I’m Pete Newsome. I’m with Ricky Baez today, Ricky, how are you?

Ricky Baez  00:08
I’m excited. This is the first time we’re doing this. Well, first, and for me doing this format is pretty cool.

Pete Newsome  00:13
Do you feel the pressure of being on live?

Ricky Baez  00:15
Ah, yeah. I mean, I shouldn’t, right, because I’m not shy. But I don’t know where the 1000s and 1000s of people watching us are right now. It’s kind of nerve-racking.

Pete Newsome  00:24
I have a big crowd out there. 

Pete Newsome  00:26
So yeah, watch what you say. 

Pete Newsome  00:30
Well, so today on the finding career zen podcast, we are talking about something that we think is very important that everyone in the workforce experiences not everyone, but it’s very common, especially with so many jobs today. 

Pete Newsome  00:45
How do you decide between two jobs, sometimes you may have more. 

Pete Newsome  00:50
Ricky, I think it happens often enough where we’re most of us end up facing that sometimes we are at some point in our career. Do you agree with that?

Ricky Baez  00:57
I agree. I agree with that. And right now, I know two people who they were looking for jobs for two months. And it was just nothing, they got no calls, no nothing. 

Ricky Baez  01:07
And now they got three offers that they have to choose from. And it’s you know what, when it rains, it pours. And now I gotta help them with that. It’s, it really is a tough decision to make Pete.

Pete Newsome  01:18
You think it would be obvious right now. And I’ll just say that, what advice I ultimately give everyone here, never wavers. And that is, trust your gut, right? 

Pete Newsome  01:29
Trust, trust your gut, you will have a feeling but a lot of people like to analyze things at a different level, right? That’s hard to articulate, trust your gut. So most people, most people will have a checklist, though, to weigh things out. 

Pete Newsome  01:42
So that’s what we’re going to talk about today what are those considerations? Beyond what may be obvious to one person to someone else, it may be something completely different. 

Pete Newsome  01:53
So let’s just start at the top, you got to talk about money, right? That is always a relevant factor. I think, with hardly any maybe no exceptions at all. So how big that that’s a very personal and individual thing.

Ricky Baez  02:09
So yeah. So you have to find that for yourself what x, what the value of the job is, obviously, and what you’re willing to give up. 

Ricky Baez  02:19
Because just because you give a low offer than when you were expecting, it doesn’t mean there isn’t anything else that could help you and your family to really be properly compensated for the work that you’re doing. 

Ricky Baez  02:30
So obviously, salary is it’s a big point. But people just stop there. And that’s what we’re going to talk about today is how to how to look above and beyond that, to make sure you made the right choice.

Pete Newsome  02:42
I mean, salary has to be taken into consideration. It’s it is often the top point that someone wants to look at to decide versus job A or job B. 

Pete Newsome  02:53
But depending on where you are in your career, depending on what it is you do for a living, it may not be near the top for you. 

Pete Newsome  03:02
And I think that’s a good thing. Yeah, for those who find themselves in that situation. 

Pete Newsome  03:07
They’re probably basing their decision on things that feel a little better than just am I getting paid more at one job or another but lets we’re never confused about why everyone shows up for work. is certainly a big piece of it. 

Pete Newsome  03:21
Right? Rick? You’re gonna keep working, even if you’re independently wealthy though, right? You’re the exception. Um,

Ricky Baez  03:29
I don’t know about that. There. Pete. Maybe I would work just to not be bored and not stay at the house. But now, if I hit the lotto. You’re gonna hear about it via telegram. That’s what’s gonna happen, Pete.

Pete Newsome  03:43
Perfect. Alright. So other than that, right, there’s, I think, your perks and benefits your big, vast category of perks and benefits. 

Pete Newsome  03:55
That’s probably more prevalent, prevalent today, in recent years than then throughout history, because companies have become so creative with what they offer. I mean, there’s some crazy stuff out there

Ricky Baez  04:07
these days. And you know what, Pete, I started my HR career with a company called Hewitt Associates back in 2002. And now this is 2002. 

Ricky Baez  04:15
The pay wasn’t that well, but let me tell you, you got free breakfast, free lunch, and free dinner. Every floor had a fridge full of sodas and drinks and ISDS. 

Ricky Baez  04:25
And, and they had, I think they had a gym on-site as well, and a lot of other perks.

Ricky Baez  04:30
And the benefits were amazing. So if you look at the pay alone, like ah, that’s not bad for you look at everything else, how much money you save on food, and the commute and everything. 

Ricky Baez  04:40
Yes, there are other things you can look at that people sometimes overlook, and these days are getting even better. 

Ricky Baez  04:47
It’s what are some of the craziest things you’ve seen that companies are offering these days?

Pete Newsome  04:51
Well, we’ve mentioned it. I mentioned this at an internal company meeting. I was taking some q&a A couple of years ago and someone asked if we would offer Paul paternity. 

Pete Newsome  05:02
And I first thought they spelled paternity wrong. But no, it was in fact paternity to give time off an extended period of time off for anyone who took on a new pet at home. 

Pete Newsome  05:16
I don’t know that. I don’t know that I can come up with something crazier than that. I don’t I did find out if the question was serious. And I don’t know whether paternity I just love saying it exists. In the real world. Have you? Have you heard of that?

Ricky Baez  05:32
The first time I heard it is right now because my mind went to doggy benefits or pet benefits, which I was at a conference last year. 

Ricky Baez  05:42
And one of the vendors was at an HR conference, and one of the vendors was offering pet benefits, they were right next to him at UnitedHealthcare and Aetna, because they were there as well. 

Ricky Baez  05:54
And that’s my first and hearing of that type of benefit. But hold on now, as a dog lover, because I love dogs, I find that benefit really good. 

Ricky Baez  06:03
Their peak as a sign happens to my little dog or if I wanted to adopt when I want bonding time, wouldn’t you? You love dogs.

Pete Newsome  06:11
I love dogs, I have to I have my boy Henry right here at my feet. You can’t see him, but he’s there, he agrees really hangs out with me all day. However, I don’t know that you know, I should be paid to hang out with him. 

Pete Newsome  06:27
Right? I don’t know that. That makes a whole lot of sense. 

Pete Newsome  06:32
But I think companies are using these unique perks and benefits as a differentiator as a way to attract talent. 

Pete Newsome  06:41
So I don’t think maybe I’m wrong, but I don’t think most companies would say it does make a whole lot of sense. 

Pete Newsome  06:48
But if that’s what’s important to, them, and to their candidates who are considering whether to come to them to do their business or someone else, why not? Right? 

Pete Newsome  06:59
Why not be creative? I’m all for whatever works. And if paternity is a path to increasing your t-shirts.

Ricky Baez  07:08
We’re getting T-shirts that say pattern that he when people ask or go check out this podcast.

Pete Newsome  07:14
Let’s do it. Yeah, so what else? What other kinds of perks? Now there was a big movement. I would say I don’t know it was a decade ago when the tech companies were out in Silicon Valley. 

Pete Newsome  07:28
Google’s always used as an example. What about ball pits and sleeping rooms and massage areas and just all kinds of things that were attractive to employees? 

Pete Newsome  07:39
And it made it sound like a playground to go into in many respects it was, but I believe there was an underlying motive for the company, which was to get people to stay longer, right? 

Pete Newsome  07:51
So I mean, if it feels like a playground, you’re going to stay but yeah, beer in the office kegs in the office, we have a keg in our office. I never thought we’d have a keg in our office. 

Pete Newsome  08:00
Not sure why we haven’t. I’m not sure why.

Ricky Baez  08:05
You know, for those breakfast meetings.

Pete Newsome  08:07
Yeah, I mean, it’s, it’s a, it’s a strange combination. I don’t think anyone uses it very often, but it’s there. And those things are important to certain employees. 

Pete Newsome  08:17
So depending on again, where you are in your career, that may be something you want to look into. And there are some really interesting and even extravagant perks that are offered right now.

Ricky Baez  08:33
And you know what, and I’m looking at the comments right now, Ashley said, not everyone has a pet. So it would be unfair to the people who don’t. 

Ricky Baez  08:41
So that’s a good point. That’s a perfect point. 

Ricky Baez  08:44
So what you want to do as a candidate, you want to take a look at the culture of the organization, because the employee, it’s what people need to really think about, obviously, above and beyond salary and beyond the total compensation is the environment is that the environment where you want to work? 

Ricky Baez  09:02
And because if all you want to do is work, have some peace and quiet, and then go home? Maybe Google’s not the place for you, because there’s so much going on over there. Right? 

Ricky Baez  09:11
But if you get stimulated by all the different things that you just did at work, then yes, that’s going to be a really good environment. So here’s my example. 

Ricky Baez  09:20
If you got two jobs, two job offers, and one of them has this great culture, and then the pace is a little bit less than the ones that may not have that great culture, right, but it pays a little bit more. 

Ricky Baez  09:33
You have to make a decision on your own sanity and where you want to spend the rest of your time. money at the end of the day is not the ultimate factor. But it’s very important.

Pete Newsome  09:43
So we’re back to that again, as a factor but parks can be big it can swing your decision for sure. Now, that’s often lumped in with benefits I even said it that way perks and benefits. 

Pete Newsome  09:57
I look at those as different because when I think of Bennett That’s maybe that’s my own perspective, you’re the HR professional, and you may differ. I think I get a whole lot more serious when I think of benefits. 

Pete Newsome  10:06
I think health care and dental plans and what happens, you know, if you’re sick, and which is real-life stuff, right? You can choose to get a pet or not. 

Pete Newsome  10:19
Right, and how that pets are taken care of I don’t know that that’s the employer’s concern. 

Pete Newsome  10:23
But when it comes to health issues, now, no, we’re in a whole different category, right? 

Pete Newsome  10:28
No one chooses to be sick. So the benefits to me, I would say my experience are generally not a top consideration for younger professionals. 

Pete Newsome  10:40
But it becomes increasingly more important as you get older because not only does your health risks increase with age, but there’s a greater likelihood that you’ll have a family. 

Pete Newsome  10:53
And you’ll have to pay for those, those health care costs as well. And as we all know, those are significant, those are huge. 

Pete Newsome  11:01
And so to me, that’s propping up this, we’re not listing our preference, or what we think should be the order of importance. But I think that that should be pretty high up there.

Ricky Baez  11:12
So like you said, it depends on the person, because you may have somebody who doesn’t have any kind of medical issues. 

Ricky Baez  11:19
And then somebody who’s unfortunate who’s, unfortunately, has all these issues to have to worry about, they go into a decision-making process for two different job offers completely differently. 

Ricky Baez  11:30
Pete, I know somebody in my previous organization who left a really good paying job, as an Hvac tech, going somewhere else and getting paid $5,000 less, because he actually made more money in the other company, and how much inexpensive the benefits were for him and his family. So that’s important to him, right? 

Ricky Baez  11:49
So that’s what I’m saying it’s that the thing you have to really take a look at is to culture, the mission of the organization, and to see how they take care of the employees how they may not tell me, I know that sounds bad. 

Ricky Baez  12:01
But take a look at the environment. Because the environment is going to be a part of that total compact to make him help him make a decision and trust your gut. 

Ricky Baez  12:10
You’re right about that. That’s what I told my friend yesterday. I know it doesn’t sound right because you don’t have any data to back it up. Your gut is hardly ever wrong.

Pete Newsome  12:20
Well, I’ve interviewed people over the years, I very often end an interview by saying how you feel when you leave, right? Make that your baseline. 

Pete Newsome  12:30
And then over the next day night, you know, 12 hours, whatever it is, do you feel better about that opportunity, that from that baseline? Do you feel more attracted to it? 

Pete Newsome  12:41
Or did these doubts start to creep in, and you start to decline how you feel about it? And I think that is the best barometer of your gut speaking to you, right? 

Pete Newsome  12:54
Again, it’s hard to articulate how you feel in these scenarios. 

Pete Newsome  12:58
And it’s hard to justify to someone else. 

Pete Newsome  13:00
But inside that feeling is the one to trust. However, I think what we’re talking about here as much as anything is, you know, it’s hard to have a true feeling if you haven’t considered all of these different options, right? 

Pete Newsome  13:13
So you know, the salary, you meet the person who you’re going to be reporting to you, you get a glimpse into the company culture. 

Pete Newsome  13:21
But if you’re not looking at things like perks and benefits, and often that doesn’t happen, I don’t know what the ratio is. 

Pete Newsome  13:28
But I think a significant amount of the time people accept the job without seeing Hey, let me look at the actual benefits. And the devil can be in the details. 

Pete Newsome  13:40
Right? So you can only trust your gut if you’re if you have all of the information on which to base your feeling.

Ricky Baez  13:47
Well, people who make decisions like that are people who don’t have health issues to worry about. Right? 

Ricky Baez  13:53
It’s which which which I guess that that piece I do understand. 

Ricky Baez  13:58
But still, it’s good to take a look into it because what if right now exactly how you said you know if you’re younger and you don’t have any issues? 

Ricky Baez  14:07
Let me tell you once I had 40 It’s like a checklist that started going down the list Pete I’m like our back legs, shoulder all these different things and now I’m starting to go to the doctor more. 

Ricky Baez  14:19
So yes, some people may not lead if needed but take a look at 5-10 years down especially if you want to stick around that long. 

Ricky Baez  14:26
It also helps to take a look into it that somebody commented Hold on I just see the red flash and I want to go in there real quick and see whether he got in dental insurance is a big perk I didn’t have that growing up so it’s very important to me now. Ashley? See so it depends on the person.

Pete Newsome  14:43
Absolutely. And who you are and the perspective you have is why there’s not a one size fits all answer to any of these things. 

Pete Newsome  14:53
We know that you know it is we get money here we here I go again but as to anyone who listens to zengig or reads our content, you know that we’re big fans of the freelance market and the opportunities that afford people in their career that are evolving and improving every day where you don’t get things like that. 

Pete Newsome  15:16
And so in those cases, even where health insurance or dental insurance is, is it really necessary an important thing to you, maybe you compensate as a freelancer by demanding, right or needing maybe not demanding as a way of needing to make more money than someone in a similar role working for a big company who offers those benefits make.

Pete Newsome  15:40
So that being in contract staffing for a long time, we know that where the person in the contract role who’s making an hourly rate generally makes significantly more on the surface, the person doing the same job sitting next to them who’s in a salaried position, because they’re sacrificing all of the perks and benefits, the company offers to put more money in their pocket. 

Pete Newsome  16:01
And so I really like that, because that puts the power back in the individual. 

Pete Newsome  16:07
And it’s not a system or a one size fits all scenario dictating what is important to you as an individual. 

Pete Newsome  16:14
So the freelance market is sort of provided an ala carte opportunity. And in the workforce, it didn’t exist not too long ago.

Ricky Baez  16:24
And they are in you know, in the funny thing is the organization, any organization will be more apt to go that route because it’s less expensive for them. Right. 

Ricky Baez  16:32
So we’re seeing that making chipping away the ice right now, Pete, I’m telling you, 1099, that gig work is going to be bigger and bigger as time goes on. Because technology is making them easier and easier and easier. 

Ricky Baez  16:46
So I’m excited about this because candidates are going to have a lot of options, a lot of different options. And it’s still they can go on on zengig.com. 

Ricky Baez  16:55
And find all the different information as far the as the job descriptions and how much they cost, then that can help you and have those conversations about maybe going to 1099. 

Ricky Baez  17:06
I know that’s not the topic of the episode. But now you took me there. And you know, I get excited when we talk about chatGPT or being a contractor.

Pete Newsome  17:14
So if you need to go if you are in this mode, by all means, the reason why we’re ultimately here is to make sure everyone knows about what is on zengigs. 

Pete Newsome  17:23
So you can find all of the questions to ask in an interview all the considerations, and things that you probably wouldn’t think of, we have checklists, and we have information on every scenario. 

Pete Newsome  17:34
So by all means, inc.com. If you haven’t been to our site already, we are working we’re nine months into zengig existing, I can’t believe we’re there already. Oh, yes, but here we are. 

Pete Newsome  17:46
And we’re adding new content every day. So you mentioned commuting earlier to get back on track here. 

Pete Newsome  17:52
So commute is something that is very much a consideration today, because we have to look beyond just the driving distance, which for years, as a recruiter, we put at the forefront of every conversation, we look at the radius when we do our searches and what’s realistic for the role. 

Pete Newsome  18:10
Now, it’s often the difference between Do I have a commute at all? Or? Or do I have a community and the world has changed so much over the last couple of years in that regard? Where do you put that? And in the list of considerations.

Ricky Baez  18:26
Man, it’s so let me take off the candidate hat first. And then we put on the HR business hat, right?

Pete Newsome  18:33
Here we go.

Ricky Baez  18:37
I got you, I got you, right? So okay, from the HR business perspective, if I know the type of candidate I’m looking to attract. 

Ricky Baez  18:44
And then my research tells me that they value they put telecommuting at the top of the list of the things they value, I will read, and I will try to move mountains to convince my business partner, we have to offer this, we have to offer this as an option. Right? 

Ricky Baez  19:02
The alternative is going to be that we may not feel these positions, and we’re going to lose money because when I fill in positions, or maybe we fill a position with somebody who is willing to work from home, I mean, I work from the office, but may not be the skill set that we need either way our level of standards are going to suffer. 

Ricky Baez  19:18
Now, if it’s an organization that they value coming into the office right then and we know that people were hiring best for the value, then that’s a whole different story. But from an HR perspective, we need to look at what the candidates value.

Pete Newsome  19:33
And it’s really such a good example of what we’re talking about here. And the whole point of this particular show we’re doing today, is it’s not just income, right? 

Pete Newsome  19:46
There are a lot of different points and no point right now is probably bigger than that one because you mentioned something earlier in terms of the benefits of how much the individual has to contribute at Company A versus Company B and you can say the same thing for commute in terms of are you having to pay tolls every day. 

Pete Newsome  20:07
And these are real-world things, especially when it is positioned that are in the lower range of compensation. 

Pete Newsome  20:16
If you have to pay $5 and tolls 20 times a month, that takes away money that you could do something else with that you can save. 

Pete Newsome  20:28
Now, you offer that you offer gas, you consider gas, you consider wear and tear on car tires, having a car, right, maybe you don’t need a car if you can work at home. 

Pete Newsome  20:39
The dollars associated with that are massive. And so this is not the main point of our show today to talk about the battle that’s underway right now. 

Pete Newsome  20:52
But it is taking place on multiple fronts, you have HR considerations, you have business considerations, and you have the workforce who has very strong opinions about this. 

Pete Newsome  21:05
I think it’s kind of a fun and exciting time. Alright. So I know it’s easy for me to say because we decided to let everyone work remotely. You love it. We’re happy. 

Pete Newsome  21:15
We’re not having that battle internally. It either is in zengig or 4 Corner Resources our staffing company. And so everyone seems pretty happy about that.

Ricky Baez  21:23
They do it. Look, it adds up. Pete, I don’t know how you went to New York with me a couple of years ago.

Pete Newsome  21:30
Sometime in the last year, three times in the last year. Yes.

Ricky Baez  21:33
Right. So I went in 2019. And I was shocked when I crossed the George Washington Bridge. 

Ricky Baez  21:39
How much they charged me for that? $16 So you know how many people come pre pre-COVID How many people commute from outside of Jersey outside of New York, the whole tri-state area going back and forth? 

Ricky Baez  21:50
How much money people save commuting and gas is huge. 

Ricky Baez  21:55
And I mean huge. But now that you’re able to save that I started to interrupt now you know that you’re able to save that it’s it could be a perk that we can use to bring people on board. But uh yeah, those tolls those, um, do it now. 

Ricky Baez  22:08
Benefits. What are some organizations realizing that Pete benefits are skyrocketing every year, it’s gone up, it hasn’t gone the other way, guys, it’s gone up every year, and what organizations are doing the like, you know how we can curve this because at the end of the day is dollars and cents. 

Ricky Baez  22:23
Let’s get people healthy. Let’s give him a meal plan. 

Ricky Baez  22:26
Let’s pay from the plans. Let’s play for gym memberships, let’s have contested the biggest loser contest, and things like that. That also could be a perk for somebody who’s looking to get into shape. So uh, so many different things, man.

Pete Newsome  22:41
flavors, and I didn’t know about the cost of the tolls in New York, because I’ve never been brave enough to drive into the city. That is not something I think I’d handle really well. 

Pete Newsome  22:53
So I was in a somewhat with someone else driving so. So what I want to know, the last thing I think we could talk about here, which is really an umbrella statement is culture because culture means so many different things. 

Pete Newsome  23:11
We’ve touched on all of them right now remote versus in the office as part of a company’s culture, the hours, the hours, you’re expected to work. Now, of course, there are hours at work and a set schedule. 

Pete Newsome  23:25
And so that is, I think, an obvious consideration. Are you working? Third shift where you’re overnight, or are you working during the day, and it sounds like a recurring theme for what we’re talking about. 

Pete Newsome  23:41
But where you are in your life and your life situation, may play a big part in that. 

Pete Newsome  23:47
I know there are families who need to have coverage for children, where it doesn’t make sense for someone to work overnight, and someone else to be home during the day. 

Pete Newsome  23:58
So that could be the number one consideration for someone depending on their situation. 

Pete Newsome  24:03
So that’s big, but the company culture as a whole is a very personal thing. 

Pete Newsome  24:11
Where you will find people who put the company mission at the top of their list they want to feel like the company is creating, selling, producing, and serving something, whatever it might be that they really believe in. 

Pete Newsome  24:28
And there are others who could not care less. That’s true and that is as individual as it gets as far as what you have and the importance you apply to that unknown caller.

Ricky Baez  24:41
And look, Pete, here’s what happens with that. What people need to do so hear me.

Pete Newsome  24:47
I lost it for a second. Oh, you did? My phone was ringing.

Ricky Baez  24:50
Got it. So here’s what I want candidates to know. 

Ricky Baez  24:56
If you asked his questions in an interview, yes, the recruiter And the hiring authority are gonna tell you some beautiful things. Right? If they didn’t, I would question why are they there. 

Ricky Baez  25:07
But don’t take their word for it. Go on Glassdoor go in Indeed go on Google. Go check out what other people are saying about the culture of the organization. Now look, you’re gonna get your five or 10%, who are going to be upset because they got fired for cause, right? So that’s okay.

Pete Newsome  25:23
Okay, hold on. I gotta, I gotta stop you on that. Okay. Okay. You said a couple of things that caught my attention. 

Pete Newsome  25:29
A don’t trust the recruiter, which I know, I’m not saying don’t trust a recruiter. Thank you. I think you quite literally said that. Are we recording?

Ricky Baez  25:39
No. Okay. So trust, but verify that too

Pete Newsome  25:42
I’m kidding. So as a recruiter.

Ricky Baez  25:48
Okay. If the culture was horrible, and the recruiter said that, I mean, I would feel some kind of way as an HR person.

Pete Newsome  25:56
Okay, let me tell you, let me give you a recruiter’s perspective on that, okay? Now, I’m a third-party recruiter always had never been a corporate recruiter. 

Pete Newsome  26:04
So I can’t speak to that particular perspective. 

Pete Newsome  26:07
But I can say that I think the same logic applies. The recall of the recruiter is not just to fill the position, the goal of the recruiter is not to just get an offer and an acceptance of the role. 

Pete Newsome  26:20
The job is only done when the employee, the candidate is hired, and stays and is successful in that case, you have a happy hiring manager and you have a happy candidate, who’s now an employee. 

Pete Newsome  26:34
So it does no good. And I believe this from the bottom of my heart, as sure as I’m sitting here to say anything that is not as close to 100% accurate in the recruiting process because it all comes out on the other side. 

Pete Newsome  26:50
So I know that is a NOC and that’s why I jumped on it recruiters, they’ll say anything. But no one who’s a good recruiter, or even a decent recruiter would operate that way. 

Pete Newsome  27:03
Because there’s, there’s no when in fact, I would argue that it works against you. If you had a reputation as a recruiter for being disingenuous, dishonest, and incorrect, you wouldn’t last in the business very long. 

Pete Newsome  27:18
So yeah, I think that’s the opposite of how I expect recruiters to behave. But nonetheless, things and I hadn’t known this. You said 5% of the people on Glassdoor are disgruntled, I would say 95%. No, no,

Ricky Baez  27:32
no. So wait. Now I’m just saying if you see 5%. So let’s say I want to work for Acme Inc. Right? 

Ricky Baez  27:40
That’s, what’s where the Road Runner always buys. The coyote always buys a sister from the right. 

Ricky Baez  27:45
And I want to work there and I see 10,000 reviews. If 5% are negative out of those 10,000. I’m not going to listen to them, because everything else is positive. 

Ricky Baez  27:56
Now, if the opposite is true, only 5% are positive. Stay away. Stay away. Because you do it overall. Yes, there’s a much bigger number of disgruntled employees online that just say things just to say it, and half of them are not even sure they just upset

Pete Newsome  28:13
Well, yeah, my general take on reviews are. I’m not a reviewer, right? I don’t know, if you are I’m not someone who would argue okay? 

Pete Newsome  28:25
You can put me to the test on yes if my theory holds true because it is just my personal theory. 

Pete Newsome  28:29
Okay, there are two types of reviews generally, there’s, they’re the ones who are looking to who are upset, who were unhappy with the situation and want to probably not help out the next person, you know.

Pete Newsome  28:45
Who may encounter that your business scenario, whatever it was, they’re upset about, but they want to, you know, kind of take a shot back at that, oh, the restaurant or the or the, or, or whatever it is, right? 

Pete Newsome  28:58
Or the company, right? They’re there. They’re mad, and they and that’s it, that’s an outlet for them. Right? 

Pete Newsome  29:04
Or the opposite of that someone received and had an experience, it was so overwhelmingly positive, that they took the time to go make a review, right? They just said this deserves something extra. 

Pete Newsome  29:19
But 99% of all actual experiences fall somewhere in between. Right, so you never really get there. That’s the true excuse. And that’s my issue with those sites. 

Pete Newsome  29:33
I know a lot of people leverage them I know they serve a good purpose in some respects, but I think it just don’t I don’t know that they give a true representation of what you can expect in any scenario whether it’s a restaurant or anywhere else. I don’t know maybe that’s correct. 

Ricky Baez  29:50
I’m glad you said restaurant because that’s what I thought you meant. And then for a little bit, I’m like, Oh, you’re talking business route. Yeah, right. 

Pete Newsome  29:58
I think the same thing applies. I think the person to get to review a business and their employer would be this same person inclined, I think you’re probably a reviewer or you’re not. 

Ricky Baez  30:09
I don’t know. No, but you’re right. If I have over-the-top service, I give glowing reviews, because I want a business like that success. I don’t want to see more of that. 

Ricky Baez  30:20
And if it’s crappy, I let them know as well. And I let them know at the restaurant. Look, this is crappy service. And here’s why. And, we have a good discussion about don’t get upset about it. 

Ricky Baez  30:31
But I take Grace Kannan’s reviews. When I go to Amazon, Pete, I don’t look for name brands.

Ricky Baez  30:37
When I go to Amazon, I sort by average customer reviews. And that has that strategy has never failed me in 10 years. 

Ricky Baez  30:44
And I bought some great speakers, great stuff that is not named brand, but it was awesome. It was reviewed greatly. 

Pete Newsome  30:51
Here’s my question on that for you. Okay, this is way off topic and we are way longer than we should be. Okay, so how many reviews do you think you’ve given?

Ricky Baez  31:02

Pete Newsome  31:03
Wow. rough number. Don’t think too. 

Ricky Baez  31:05
Okay, like 300?

Pete Newsome  31:09
Of those? How many one stars how many five stars? 

Pete Newsome  31:12
Again? top of your head? 

Ricky Baez  31:15
I will say half in half. How many? Two? Three? Or fours? Not many.

Pete Newsome  31:20
There’s my point. Not many. Yeah, that’s my point. 

Pete Newsome  31:23
You only get the best, you will get the worst. And you really don’t. 

Pete Newsome  31:27
And I think you know, like Goldilocks the truth. That’s not Goldilocks. 

Pete Newsome  31:31
No, that’s it is that the three bears? Is that Goldilocks? Yeah. And the poor? Yeah, that is cool. Relax. The truth is somewhere in between.

Ricky Baez  31:40
Whether it’s Goldilocks.

Pete Newsome  31:43
Or something that bears bad. All right, I think we’re way beyond our mission at this point. And being live, we can’t go back in time and do this last five minutes. 

Pete Newsome  31:53
But here we are. And hopefully, if you’ve lasted with us this long. 

Pete Newsome  32:00
Thank you for that. And also, we do feel you should trust your gut. But make sure when you’re considering whether to take it not just decide between two jobs, but even one job. 

Pete Newsome  32:12
Try to get as much information as you can. And I think that’s really our overriding message, look beyond the salary, look beyond the hours look beyond the commute. 

Pete Newsome  32:22
Get into the benefits, the perks, the culture, and understand as much as you can. And then and only then. Should you feel like you’re ready to make a decision?

Ricky Baez  32:33
That’s right, agreed 100%. Just make sure you do your homework. And again, not everything online is true, but not everything is it’s a false negative. 

Ricky Baez  32:42
So just do your homework and take out the overall package. That’s the best advice we can trust your recruiter. Yes, you can trust the recruiter. And for you to get the best experience with any recruiter any hiring authority, where can they go? 

Pete Newsome  32:58
They always go to zengig.com to get as much career information advice as they want. 

Pete Newsome  33:02
That is the only reason the site exists. We created it after being in staffing for 18 years which is four corner resources, In our staffing business, we’ve taken all our knowledge that we know works out in the real world. 

Pete Newsome  33:16
And we’ve applied it to zengig getting a nine-month-old site at this point. We’re adding content to it every day. So check back regularly and thanks for being here with us today.

Ricky Baez  33:24
Alright, have a good one. Drive safe.