Tag: employment

Contract-to-Hire Conversion Rates: What Professional Job Seekers & Businesses Need to Know in 2026

Illustration showing professional career progression from contract role to permanent employment at Key Staff Pro staffing agency

If you’re a professional considering a contract role as a pathway to permanent employment, the data is firmly on your side. A recent survey by the American Staffing Association revealed that nearly 60% of temporary and contract workers successfully transition into permanent positions (American Staffing Association), proving that contract-to-hire arrangements are far more than a temporary fix—they’re a strategic career move.

At KeyStaff Professionals, we specialize in placing skilled professionals in Administrative, Accounting & Finance, Human Resources, Engineering, Construction Management, and Customer Service roles throughout the Twin Cities. With over 40 years of combined industry experience, we’ve witnessed countless contract placements evolve into thriving, long-term careers. The key is understanding how the process works and positioning yourself for success.

For employers, the contract-to-hire model offers significant advantages. The median temp-to-perm conversion ratio among large contingent workforce buyers was 10% for North American companies, according to Staffing Industry Analysts (Staffing Industry Analysts). However, for professional-level positions where cultural fit and specialized skills are paramount, conversion rates tend to be even higher when the right candidate meets the right opportunity.

Six in 10 staffing employees (64%) work in the industry to bridge gaps between jobs or to help them land permanent positions (American Staffing Association). For professionals in HR, accounting, and administrative fields, contract-to-hire roles offer a unique opportunity to demonstrate your expertise while evaluating whether a company is the right fit for your long-term career goals.

Understanding Contract-to-Hire Conversion Rates for Professional Roles

Before exploring strategies for success, let’s examine what current data tells us about contract-to-hire conversions in professional settings.

Key Industry Statistics for 2025-2026

Nearly 60% of contract workers successfully transition into permanent positions, according to the American Staffing Association. (American Staffing Association)
The median conversion ratio among large companies is 10% in North America, 8% in Asia Pacific, and 5% in Europe. (Staffing Industry Analysts)
Over 70% of employers use contract-to-hire as part of their permanent hiring pipeline, making it a legitimate and increasingly common path to career advancement. (Constellation Search Group)
35% of contract workers are offered permanent positions by their clients, and 66% of those workers accept the offers. (Alliance Employment Services)
Professional and executive roles often see higher conversion rates due to the specialized nature of the work and the investment companies make in onboarding skilled talent. (Akraya)

For professionals in the Twin Cities market, these statistics represent tangible opportunities. Companies are increasingly using contract arrangements to evaluate fit before making long-term commitments—and savvy professionals are leveraging this trend to land roles at top organizations.

Business professional shaking hands with hiring manager after successful contract-to-hire job offer at Twin Cities recruiting firm

Professional Fields with Strong Contract-to-Hire Potential

Not all professional roles convert at the same rate. Understanding which fields offer the best opportunities can help you focus your job search strategically.

Human Resources

HR professionals are in high demand for contract-to-hire roles. Companies often need immediate support for recruiting, onboarding, benefits administration, or compliance projects, and they value the opportunity to evaluate an HR professional’s judgment and cultural fit before extending a permanent offer. (Akraya) Roles like HR Generalist, Recruiter, HR Analyst, and Talent Acquisition Specialist frequently convert to permanent positions.

Accounting and Finance

Finance departments rely heavily on contract-to-hire arrangements, particularly for roles requiring specialized expertise in financial reporting, accounts payable/receivable, payroll, and audit support. The structured nature of accounting work makes it easier for employers to evaluate performance during a contract period, leading to strong conversion rates for professionals who demonstrate accuracy and efficiency. (Contrax Workforce)

Administrative and Executive Support

Administrative professionals, executive assistants, and office managers are consistently sought after for contract-to-hire placements. Companies appreciate the opportunity to assess organizational skills, software proficiency, communication abilities, and cultural fit before committing to permanent employment. (IBISWorld) These roles often serve as the backbone of an organization, making the right fit essential.

Engineering and Construction Management

Technical professionals in engineering and construction management fields are increasingly placed through contract-to-hire arrangements. Companies working on specific projects or initiatives use contract placements to bring in specialized expertise, and high performers are frequently converted to permanent roles as project needs evolve into ongoing requirements. (Akraya)

Customer Service

Customer-facing roles benefit greatly from the contract-to-hire model. Employers can evaluate how candidates interact with customers, handle challenging situations, and represent the company brand before making permanent hiring decisions. Professionals who demonstrate patience, problem-solving skills, and a positive attitude are prime candidates for conversion.

7 Expert Strategies to Maximize Your Contract-to-Hire Success

At KeyStaff Professionals, we’ve helped countless professionals transition from contract roles to permanent careers. Here are the strategies that consistently lead to successful conversions:

1. Approach Every Assignment as an Extended Interview

From the moment you begin a contract role, remember that you’re being evaluated not just on your technical skills, but on your professionalism, attitude, and cultural fit. Hiring managers form lasting impressions within the first 30 days, according to LinkedIn research (Constellation Search Group). Dress professionally, arrive prepared, and consistently deliver quality work.

2. Demonstrate Initiative Beyond Your Job Description

Contract professionals who stand out often go beyond their assigned responsibilities. Volunteer to assist with additional projects, offer solutions to problems you observe, and show genuine interest in the company’s success. This initiative signals that you’re invested in the organization—not just collecting a paycheck. (Spectra360)

3. Build Meaningful Relationships Across the Organization

The Society for Human Resource Management (SHRM) found that over 80% of recruiters consider cultural fit to be a top factor when deciding on permanent hires (Constellation Search Group). Take time to connect with colleagues, participate in team activities, and demonstrate that you’re a collaborative team member. When people enjoy working with you, they’ll advocate for making your position permanent.

4. Proactively Seek Feedback and Apply It

Research from Harvard Business Review shows that employees who actively request feedback are perceived as more competent and motivated by their supervisors (Constellation Search Group). Schedule regular check-ins with your manager, ask specific questions about areas for improvement, and demonstrate that you’re implementing the feedback you receive.

5. Communicate Your Interest in Permanent Employment

Many contract professionals miss conversion opportunities simply because they never expressed their interest in staying. After establishing yourself in the role, have a professional conversation with your manager about your desire to continue with the organization long-term. Ask what specific criteria they consider when converting contract employees to permanent staff. (Monster)

6. Document Your Achievements and Contributions

Keep a running record of your accomplishments, successful projects, and positive feedback during your contract period. This documentation becomes invaluable when discussing permanent employment—you’ll have concrete examples of the value you’ve added to the organization. (Monster)

7. Partner Closely with Your Recruiting Team

Your staffing agency is your advocate throughout the contract-to-hire process. At KeyStaff Professionals, we maintain close relationships with our client companies and regularly check in with our contract professionals to ensure success. Keep your recruiter informed about your performance, any concerns, and your interest in permanent placement. (AMPM Employment) We can advocate on your behalf when conversion opportunities arise.

For Employers: The Strategic Value of Contract-to-Hire for Professional Roles

If you’re a hiring manager or HR leader in the Twin Cities considering contract-to-hire arrangements for professional positions, the data supports this approach as a smart, risk-reducing strategy.

Key Benefits of Contract-to-Hire for Professional Roles

Evaluate Real-World Performance: Resumes and interviews only reveal so much. Contract-to-hire allows you to assess a professional’s actual work quality, problem-solving abilities, and collaboration skills before making a permanent commitment. (Activated Scale)
Assess Cultural Fit: Professional roles often require strong interpersonal skills and alignment with company values. A contract period provides time to evaluate how a candidate integrates with your existing team. (Akraya)
Reduce Hiring Costs and Time: Staffing agencies handle initial screening, skills assessment, and onboarding paperwork, allowing your team to focus on evaluating candidates rather than administrative tasks. (Activated Scale)
Improve Retention Rates: Professionals who transition from contract to permanent roles have already demonstrated commitment and are more likely to remain with your organization long-term. (Activated Scale)
Access Specialized Expertise: For project-based needs or new initiatives, contract-to-hire allows you to bring in specialized skills quickly while determining whether the role should become permanent. (Indeed)

Confident professional woman at modern office desk celebrating successful contract-to-hire placement in Twin Cities

Success Stories from KeyStaff Professionals

At KeyStaff Professionals, we celebrate our professionals’ successes. Here are examples of contract placements that led to thriving careers:

Megan R., Administrative Assistant: “I was navigating a career transition and found KeyStaff Professionals through a job posting. Karen quickly reached out, talked in depth about my situation, and coordinated an interview with a great company. Over the course of my contract, Karen checked in weekly. I have now been converted to a full-time employee and am grateful for KeyStaff Professionals who helped me find the next step in my career.” (KeyStaff Professionals)
Madison S., Customer Service Professional: Her client shared: “Madison has been an exemplary employee. She is truly a joy to work with. Her smiling can-do attitude along with her amazing work ethic are just a couple of her awesome attributes.” (KeyStaff Professionals)
Andy K., Professional Placement: His client noted: “Andy came in for his interview prepared, engaged and ready to work. That hasn’t changed from day 1 to now. We look forward to many more days with Andy on the team.” (KeyStaff Professionals)
Audrey H., Accounts Payable Professional: “I started my job hunt on a Friday evening and by Monday morning Karen reached out, understood what I was looking for, and came back the same day with a great opportunity. The most impressive part was that after getting me a great job, she invited me to lunch to celebrate! I’ve worked with a lot of agencies and have never been more impressed.” (KeyStaff Professionals)

These success stories illustrate what’s possible when talented professionals partner with an agency that truly invests in their success.

What to Expect from the Contract-to-Hire Process

Understanding how contract-to-hire arrangements typically work can help you navigate the process with confidence:

Contract Duration: Most contract-to-hire arrangements involve a trial period of 60 to 90 days, during which both you and the employer evaluate the fit. (Constellation Search Group)
Performance Evaluation: Employers assess your technical skills, work quality, reliability, collaboration, and alignment with company culture throughout the contract period. (Activated Scale)
Conversion Discussion: When offered a permanent position, be prepared to discuss salary, benefits, and career growth opportunities. Permanent roles typically include health insurance, retirement plans, paid time off, and professional development opportunities. (Fortune)
Conversion Process: Your staffing agency will work with the employer to facilitate the transition. Conversion fees are handled between the agency and employer—they don’t affect your compensation. (FoxHire)

Start Your Path to a Permanent Professional Career Today

The data is clear: contract-to-hire is one of the most effective pathways to permanent professional employment in 2026. With the right approach, the right skills, and the right recruiting partner, you can transform a contract opportunity into a lasting career.

At KeyStaff Professionals, we combine our expertise with yours to create customized solutions for Contract, Contract-Hire, and Direct Hire needs. Our team has over 40 years of combined industry experience placing professionals in Administrative, Accounting & Finance, Human Resources, Engineering, Construction Management, and Customer Service roles throughout the Twin Cities.

We don’t just place candidates—we build relationships. We get to know your skillset, personality, and goals to ensure the company is as great a match for you as you are for them.

Ready to unlock your true potential? Visit our Careers page to explore current opportunities, or connect with our team to start the conversation.

Contact KeyStaff Professionals

Phone: (952) 300-6795 | Email: service@keystaffpro.com

1895 Plaza Drive, Suite 115, Eagan, MN 55122

www.keystaffpro.com

New Federal Legislation Makes Temp Staffing Smarter and More Affordable

Big news is shaking up the staffing world — and it’s coming straight from Washington. President Trump’s newly signed “Big Beautiful Bill” is designed to boost American productivity, modernize hiring, and empower the workforce. For businesses relying on temporary office and administrative professionals, and for the candidates stepping into those roles, this bill is packed with positive change.

At Keystaff Professionals, we specialize in connecting top-tier administrative talent with the businesses that need them. Here’s how this legislation benefits both sides of the desk — from entry-level receptionists to experienced executive assistants, and from small businesses to corporate offices.

💼 Incentives for Hiring Through Staffing Firms

One of the biggest wins in the bill? Companies hiring through certified staffing agencies now qualify for tax credits and wage subsidies, making it more cost-effective to hire skilled office support staff on a temporary or temp-to-hire basis.

What this means for employers:
You can maintain operational efficiency without stretching your budget — especially during peak seasons, transitions, or special projects.

What this means for candidates:
Expect more administrative job openings, better hourly rates, and increased chances for long-term placement.

📋 Simplified Compliance for Office Roles

Administrative and clerical roles often come with strict onboarding, confidentiality, and data compliance requirements. Under the new bill, the burden of compliance for short-term roles has been streamlined — especially when using trusted agencies like Keystaff Professionals.

For businesses:
You can expand your team faster with less red tape, while still meeting all required HR standards.

For professionals:
Less paperwork, faster start dates, and more seamless placement experiences.

📚 Government-Backed Upskilling for Admin Talent

The Big Beautiful Bill includes federal funding for training programs — especially in software skills, digital communication, and remote office tools like Microsoft 365, CRM platforms, and Zoom. Keystaff Professionals can now connect candidates with upskilling opportunities while placing them in real-world roles.

For clients:
You gain access to a more tech-savvy talent pool that’s ready to hit the ground running.

For candidates:
Level up your skills, grow your resume, and improve your chances of landing higher-paying roles — all while working.

🧑‍💻 Embracing the New Flexible Office Model

With support for remote, hybrid, and gig-style administrative roles, the bill modernizes how office work is viewed and staffed. Businesses can now take full advantage of virtual assistants, part-time data entry help, or seasonal administrative support without long-term commitments.

Businesses win with staffing flexibility.
Candidates win with more control over how and where they work.

The Keystaff Advantage

At Keystaff Professionals, we’re already helping our clients and candidates navigate this new landscape. Whether you need a temporary receptionist for a week or a contract executive assistant for a quarter, now is the time to take advantage of the cost savings and talent access this bill makes possible.

And if you’re a job seeker with office, customer service, or admin experience? There’s never been a better time to work with a professional staffing agency.

Let’s Build Your Team — or Your Career — Together

Reach out to Keystaff Professionals today and find out how President Trump’s Big Beautiful Bill is opening doors to smarter staffing and better opportunities.

employment For Businesses Job Seekers Staffing

Remote Work Trends 2025: Hybrid Models & Flexible Staffing

As we delve into 2025, the landscape of remote work continues to evolve, driven by technological advancements, shifting employee expectations, and strategic business decisions. Here are the key trends shaping the future of work across various sectors, including Administrative, Accounting & Finance, Human Resources, Engineering, Construction Management, and Customer Service.

Hybrid Work Models: The New Norm

Hybrid work arrangements are becoming increasingly prevalent, with 53% of remote-capable employees preferring a mix of in-office and remote days3. This approach allows for flexibility while maintaining team cohesion and collaboration. Companies like General Motors are embracing hybrid models, recognizing their value in retaining top talent2.

Technological Advancements

Artificial intelligence (AI) is transforming remote work by automating tasks and enhancing productivity. 75% of employees are already using AI tools, which enable them to focus on high-value projects1. Virtual reality (VR) and augmented reality (AR) are also being used to create immersive team experiences, improving remote collaboration1.

Freelance and Flexible Workforce

Freelancers are projected to become the majority of the workforce by 2027, offering businesses access to specialized skills on demand1. This shift highlights the growing importance of flexible staffing solutions in meeting fluctuating business needs.

Cybersecurity and Remote Work

As remote work increases, cybersecurity remains a top priority. Companies are adopting zero-trust security models and investing in employee training to mitigate risks1.

Keystaff’s Perspective

At Keystaff Professionals, we understand these trends and are adapting our strategies to support clients across Administrative, Accounting & Finance, Human Resources, Engineering, Construction Management, and Customer Service sectors. We recognize the value of hybrid models and flexible staffing solutions in meeting the evolving needs of our clients. While we continue to focus on traditional placements, we are also exploring opportunities for remote and hybrid roles, ensuring our clients have access to the best talent regardless of location.

As the remote work landscape continues to evolve, Keystaff remains committed to providing insights and solutions that help businesses thrive in this dynamic environment. Whether you’re navigating hybrid work models, leveraging AI for efficiency, or addressing cybersecurity concerns, we’re here to support your staffing needs with expertise tailored to your industry.

Citations:

employment For Businesses Job Seekers workplace

Minnesota’s Preventing Pay Discrimination Act: What Employers Need to Know

As of January 1, 2024, Minnesota has implemented a new law aimed at promoting pay equity—the Preventing Pay Discrimination Act. This legislation prohibits employers from asking job applicants about their salary history, ensuring that wages are based on qualifications, experience, and industry standards rather than previous earnings. By removing salary history from hiring decisions, the law helps close wage gaps and foster fair compensation practices.

For details on the official statute, visit the Minnesota Department of Human Rights.

What Employers Need to Know

To comply with this new law, Minnesota employers must:

Eliminate salary history inquiries – Employers can no longer ask candidates about their past wages, either directly or through a third party.

Set pay based on job qualifications – Compensation must be determined by factors such as skills, experience, education, and market conditions rather than an applicant’s prior earnings.

Adopt transparent pay structures – Employers should develop clear salary guidelines that justify pay decisions and promote equitable compensation.

Consider pay transparency in job postings – While not legally required, including salary ranges in job listings demonstrates a commitment to fairness and can help attract top talent.

How KeyStaff Supports Employers

At Midwest Staffing, we help businesses navigate these new regulations while streamlining the hiring process. Here’s how we ensure compliance and support fair hiring practices:

Transparent Hiring Practices – We assist companies in developing clear, structured pay frameworks that align with compliance requirements and market expectations.

Industry Market Insights – Our expertise in workforce trends enables employers to set competitive and equitable salaries without relying on past compensation data.

Candidate Screening – We evaluate applicants based on skills, experience, and cultural fit, ensuring that pay decisions are fair and unbiased.

Strategic Talent Placement – We connect businesses with highly qualified candidates, helping them build strong teams while adhering to fair pay practices.

By partnering with KeyStaff Professionals, companies can confidently comply with Minnesota’s salary history ban while attracting and retaining top talent. Contact us today to learn how we can help you navigate this change and enhance your hiring strategy! 🚀

employment For Businesses

TIPS TO SIMPLIFY RETIREMENT PLANNING

You’ve invested years into the workforce and are now considering retirement. What factors drive some people to retire sooner or later in life? Is there a specific age-range that’s best to retire? Planning for retirement is unique for each individual’s situation and goals. Optimal timing for retirement depends on the person’s needs, aspirations, and financial position. It’s important to maintain flexible and open to new possibilities when planning for retirement.

THINKING OF RETIREMENT? CONSIDER THIS:

1. How many years have you been in the workforce? Social Security collects a portion of your employment income, accumulating funds for when ready to retire. Social Security provides detailed benefit information based on age, work history, and income. Applying for benefits is also possible on the Social Security website. According to AARP, the longer you wait to collect Social Security after age of 62 the greater the return. AARP comments further, “For each year you delay, your Social Security benefits will increase between 7 percent and 8 percent up to age 70, depending on your year of birth.”

2. Determine monthly income and monthly expenses. Jot down all sources of income and expenses for each month. This provides detailed information on financial obligations needed when considering retirement options.

3. Which sources of income will commence upon retiring and which will cease? List new sources of income such as Social Security, 401K’s or other retirement plans, savings, investments, and others. Also review income sources that will cease or decreases, and include updated financial figures to your retirement planning list.

4. It’s never too late to strategize for retirement. Regardless of age or work experience there are many options available. Seek assistance from a financial expert who can provide retirement options based on your goals and financial needs.

5. Working is still an option after retirement. Seeking employment after retiring is a choice for individuals who require extra income or enjoy working. There is a limit to the number of work hours allowed when receiving Social Security benefits. Consult with Social Security to make sure you’re keeping within their guidelines.

*All suggestions should be discussed with a professional who specializes in retirement prior to implanting any ideas discussed in this article. This article is only intended for informational purposes.

Employees employment Retirement Retirement Planning

TIPS FOR JOBSEEKERS WITH DISABILITIES SEEKING EMPLOYMENT

Pursuing employment can be quite intense as jobseekers prepare to highlight occupational skills and potentials that supersede those of other applicants. The job search requires thorough preparation such as proper attire, anticipating interview questions, and doing researching on the company and/or leadership team. People with disabilities may face other challenges along with the normal stressors involved in seeking work. Unfortunately there are instances were employers stereotype people with disabilities, making it difficult for some individuals to find fulfilling jobs. As a result some people prefer not to share their disabilities for fear of humiliation or disqualifications of potential job openings. Sadly such individuals are deprived from the deserved opportunity to share his or her given potential in the workplace.

The United States Department of Labor defines The American’s with Disabilities Act (ADA) as follows; “The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental activities. The ADA also establishes requirements for telecommunications relay services.” Employers cannot discriminate when providing employee trainings, promotions, or benefits. Also, upon hire employers must provide suitable accommodations for people with disabilities to meet job requirements. The U.S. Equal Employment Opportunity Commission (EEOC) advises jobseekers to determine if job duties can be performed with adequate employer accommodations when seeking employment. Doing so decreases the burden of applying to numerous jobs and ensures protection under the ADA.

The EEOC comments further on how the ADA defines disability noting:

To be protected under the ADA, you must have, have a record of, or be regarded as having a substantial, as opposed to a minor, impairment. A substantial impairment is one that significantly limits or restricts a major life activity such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning or working.

TIPS FOR JOBSEEKERS WITH DISABILITIES SEEKING EMPLOYMENT:

1. Research your employment rights. The EEOC and The United States Department of Labor offer resourceful information on ADA and related topics.

2. Partner with organizations in your area for employment opportunities and other available services for people with disabilities.

3. Focus on your strengths. We each have unique skills and abilities to share with others. Highlight individual skills and qualities that will be of positive contribution to the related job position. For instance: “I am excited to apply for the administrative assistance position. I feel confident in my potential to not only meet but also exceed company expectations. I am great with people skills and love to help others.” If the opportunity allows you can share your vision and potentials with the interviewer.

4. Work with a human resource or staffing personnel who can provide sound guidance and assistance throughout the hiring process. Staffing professionals are experienced in the field and can assist with resume tips and interview preparation. Human resource personnel can also suggest how, when, and to whom to address personal accommodations and disability questions.

5. Never feel inferior to other applicants. Career success is highly influenced by our mental attitude to follow through goals and aspirations with confidence. You know your individual strengths better than anyone else. Tap into your personal gifts and talents, seeking employment opportunities that align with your skills, abilities, and career goals.

career options employment interview jobseekers Staffing

TIPS WHEN SEEKING WORK OPPORTUNITIES THAT OFFER JOB GROWTH

If you are seeking stable employment in a company that offers career growth, then this is a must read for you! When looking for a job it’s important to interview and evaluate potential employers. Yes, the company is making an investment in hiring you, but you are also contributing time and energy into the company. In the like manner jobseekers should inquire about opportunities that enhance professional growth.

When seeking employment it’s key to determine your career goals and aspirations. If you are looking expand in your profession, then it’s crucial to communicate such aspirations with potential employers. Inquire about available job promotions as you gain seniority with the company. Doing so provides insight into professional ambitions and seriousness in growing with the company. Below are sample questions to consider when selecting jobs that offer growth potentials.

QUESTIONS TO ASK POTENTIAL EMPLOYERS:

1. Are promotions available as I expand my skills on the job?

2. Is there growth potential in different departments of the company?

3. How often does the company evaluate employee performance?

4. If given the opportunity can employees expand in his or her job roles?

5. Can employees request transfers if a promotion is available at another location?

6. What are the requirements to be considered for a leadership position?

7. Is there a website were I can research your employee benefits and growth opportunities?

career options employment Job Growth Job Seekers Stress

FIVE Q & A’S TO DETERMINE WHAT JOB FIT’S YOU BEST!

With so many job opportunities available, it’s crucial to determine which positions best fit your lifestyle and personality. Here is a fun Q & A to to assist in defining which employment options are worth the time and pursuit. Taking a few minutes to think about your career decisions is a worthwhile investment.

Question #1: Do you prefer routines and schedules, or does spontaneity and excitement fuel your day?

Answer: If you prefer routine or a fixed schedule, then you may want to pursue employment options that offer a determined shift such as banking, sales, and various administrative positions.

If change and variety bring a sense of career satisfaction, there are many flexibility and creativity jobs you to engage. Unpredictable circumstances are encountered frequently, especially in the medical field and in the realm of education. These career choices are great choices for individuals that enjoy freedom and change.

Question #2: What do you find more valuable, the rate of pay or company incentives?

Answer: If there’s greater value in the hourly rate, then a high paying position may appear to be the best choice. This option may not always be in your best interest. Let’s suppose company A has an offer for a full-time position with an earning of 60,000/year. On the other hand, company B makes an offer for 50,000/year including health benefits, a company vehicle, travel expenses, and periodic performance bonuses. Although company A’s offer may seem more appealing upfront, less expenses are paid out-of-pocket and more benefits are gained with company B’s offer. It’s a good tactic to define benefits and compensations before basing your decision solely on annual income.

Question #3: Is your schedule flexible or do you have fixed days/hours of availability?

Answer: A job offer may be attractive and well paying, yet the hours of work may not suit your schedule. Take time to analyze your availability and the hours that you can commit to working. For some individuals the evening shift is ideal, while for others working twelve hour shifts three times a week works best. The key is to examine your lifestyle, preferences, and availability. There are many employers that offer up to four and five shifts, that accommodate to their employees schedule. Research the company and learn their work schedules, shifts, and hours of operation. This will help you determine if this job best suits your current employment needs.

Question #4: Are you extroverted and social, or introverted and reserved?

Answer: If you are a people person, getting an office job or working in the pharmaceutical lab may not be the best choice regardless of pay. At first the pay may be very appealing, yet it’s important to realistically envision yourself satisfied in the job role. Introverted or reserved individuals may not feel comfortable in a very social setting like marketing and sales. Being in such positions may create anxiety or frustration for job seekers that prefer some quietness and less social interactions. Office jobs, clerical work, and writing positions may better fit these personalities.

Question #5: Does the job opportunity enhance or contribute to future career goals?

Answers: Although some employment positions are on a temporary basis, it’s best to select occupations that contribute to your career goals. For example, your career path is in business management and there are two potential job offers that catch your interest. There’s an opportunity as a Sales Manager, or another offer as a Telemarketer. Both companies pay fairly the same, but the telemarketing position is more layback and closer to home. Although the telemarketing position may seem more beneficial, in the long run the experience as a Sales Manager will be of greater value on your resume when pursuing business management.

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