Compare job offers beyond the hourly rate

Check hours, travel, roster fit and the work itself before making your decision.

ManyJobs guide · Reviewed 18 October 2026 · Examples are illustrative.

Two roles with the same hourly rate can feel very different once travel, shift patterns and predictable hours are considered. Before accepting, make a small comparison sheet with the information that affects your week. Mark unknown details as questions rather than filling them with assumptions.

Separate the known from the possible

Record the stated rate, regular or guaranteed hours if provided, location, start date, duties and employment type. Keep possible extra shifts in a separate column. For example, a hypothetical role offering 20 regular hours is different from a role where someone says extra work is often available. Do not budget on optional shifts as if they were guaranteed.

Ask the employer to clarify missing details. A friendly conversation about “plenty of hours” is not as useful for planning as a clear explanation of the proposed arrangement. Read the written offer and agreement, and check that they match what you understood.

Test a realistic week

Use the actual shift start and finish times. Can you reach the store before an early opening? Is transport available after a late close? Add travel costs and travel time, including weekends. Consider how a changing roster fits study, family commitments, appointments or another job.

A role that looks slightly better on paper may leave you with an unreliable journey or frequent scheduling conflicts. Conversely, a role with training and workable hours could give you a stronger start even if another headline figure looks more appealing.

Understand the arrangement

Permanent, fixed-term and casual describe different arrangements; part-time is not automatically casual. Employment New Zealand explains that the actual working situation matters, not just the label. Use its guide to types of workers to understand the terms, and ask the employer or an appropriate adviser about anything unclear in your proposed agreement.

Ask about the work and support

Find out which department you will join, how training is organised, who you report to and what a normal shift involves. Ask whether the advertised location is your usual workplace and whether moving between locations is expected. Check any stated equipment, uniform or qualification requirements rather than assuming they are the same across a brand.

Think about what you want to learn. If moving into supervision is a goal, ask how team members learn additional responsibilities. Treat development discussions as useful context, not a promised promotion unless a specific commitment is clearly agreed.

Make the decision with your priorities visible

Choose three priorities before comparing: for example, reliable hours, a manageable journey and training. Give each offer a short note against those priorities. This prevents a single attractive detail from hiding a practical problem.

If you need time to review an offer, ask when the employer needs an answer. Keep your questions together so the discussion is clear. General guides can help you prepare, but individual employment rights and agreement questions deserve current official information or advice for your circumstances.