Managing the offer stage of an application can often be the toughest part of the recruitment process. You may have more than one offer and need to make a choice while money can be a very emotive subject, especially if you do not feel that you are getting what you are worth. Try not to get too wrapped up in a salary negotiation, and make sure that you revisit the reasons why you were interested in the role in the first place.
You will hear many statistics about why you should not accept counter offers, especially from recruitment consultants who, at this stage, may have a large financial interest in you accepting a role. While it is obvious what financial interest a recruitment consultant will have in you accepting the offer, it is less obvious why your current employer may have a motivation to make you stay above what is right for you. The cost of replacing you and training that replacement (both financially and in energy) means that your current employer has an even greater interest in making you stay (at least in the short term so that they can properly manage your exit). We recommend that you ignore the statistics, but heed the message:
Try to avoid conflicts of interest with your current employer… HOW? IT’S SIMPLE!
Ideally, you want to find out what your current employer has to offer internally before you tell them about a new opportunity.
Here are our tips:
- Ask yourself – is there anything that your current employer can offer you to make you stay?
- If NO: Do not entertain the idea, and ensure that when you hand your notice in you make it clear that this is your final decision
- IF YES: Approach the right people BEFORE telling them about any external opportunities and ask to find out about your potential future within the organisation. This way you know that the information they give you is based on you alone and not their own agenda
- If you have had the discussion before handing your notice in and then circumstances change once you hand your notice in, you can have a pretty clear idea that they are working to their agenda rather than your own.
HANDING YOUR NOTICE IN
It is your choice how you hand your notice in based on the relationships that you have with your boss. You don’t want to burn your bridges so including some thanks to the people who have supported you along the way can come in useful, as you don’t know what the future may bring. Here are our top tips:
- Make sure you have a written notice letter that you physically hand in to your boss. This way you have already prepared emotionally that this is really going to happen and the words on the page can be definite, even if your delivery in person may sound wavering due to the emotion of the situation.
- You should always be certain that this is your final decision, so state this fact in the letter
- State that you intend to honour all contractual obligations but wish to leave the organisation at the earliest opportunity
As international recruiters, Pod consultants have a lot of experience in managing candidates through a relocation process. Every circumstance is unique and so we cannot come up with a definitive list of do’s and don’ts, but there are certain things that we recommend that you consider:
- FAMILY & FRIENDS:The most common reason for somebody pulling out of a job move that requires relocation is that the candidate’s family does not want to go:
- Make sure to include your partner (if you have one) with your application right from the beginning and make sure that they have the chance to tell you how they feel about the idea
- Think about how you can make the move easier for your partner, as well as yourself – your future employer may be able to help you with this
- Ensure that you have explored schooling and the potential cost to you
- COST OF LIVING:Make sure that you are considering any changes in cost of living that will affect you in your new role, especially when moving overseas. You may need to consider the following:
- Tax systems: Make sure that this covers not just income tax but other elements such as local taxes, national insurance etc. Try to get a breakdown showing what your net pay would be.
- Housing costs: Whether buying or renting, you will need to understand the cost implications. When buying, is there any support that your new employer will be able to offer you? Also, what is the cost of buying a property (such as agency fees etc.)
- TRANSFERRING PROPERTIES:
- How long will it take to move out of, or sell, your current property?
- What will you have to do for accommodation in the first few months of the role?