counter offers

Character Counts

Character 1.0

A couple of weeks back, an already-signed-offer-letter-candidate went radio silent for 10 days before finally fessing-up to taking a counter offer. It happens but research shows the majority of people taking counter offers stick around for less than 12 months (they have already told their boss once that they are very willing to explore other opportunities so the boss understands where their priorities are). Knowing this, a lot of companies have a policy against making counter offers.
Most candidates, who take counter offers, immediately alert and offer an explanation to the hiring manager if, for no other reason, because they understand the value of reputation. As we in the media business learned early on, be careful of the toes you step on as you climb to the top; they may well be connected to the butt you’ll have to kiss on the way down!
Just this week a referral candidate pitched hard the reasons why any ad agency, publisher or company would benefit from the candidate’s skills, experience and leadership. After sharing the job description with a great agency ready to fill a key position a day later I receive a note from the candidate stating contact with an ad agency “may” have already been made. Turns out TWO applications had been submitted online – one just THREE DAYS before our initial conversation! Are you kidding me?
Let’s set aside all the proverbial excuses either of these individuals could use and get real.
Character is defined as, “the mental and moral qualities distinctive to an individual”.
Everyone expect sociopaths have character. For those who don’t think character counts – you’re wrong. There’s consequences and you won’t like the outcome. It’s not too late to build character so step up now.

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Job Candidates Do You Own This Nightmare?

Nightmare

It’s every recruiter’s nightmare. You spend hours sourcing and, then, in great detail, present the perfect candidate. Followed by negotiating an offer that both the client and the candidate find acceptable. After a verbal acceptance, the candidate uses the offer as leverage to gain a better deal from their present employer. In the end, Ms./Mr. Recruiter, it makes you look stupid in front of your client and left feeling resentful that the candidate “played” you.

But as the saying goes, “Fool me once, shame on you: fool me twice shame on me”.

Candidates who accept counter offers make a huge mistake. The statistics are undeniable. People who accept a counter offer are usually gone within a year. Why? They remember how unhappy they were in the first place. And recruiters have long memories. Some refer to this (unethical) move as a “bridge burner”. And know this, smart employers NEVER make counter offers because they’ve learned from past experience unhappy employees always come to the senses. And leave.

While today’s economy teaches people there is no such thing as corporate loyalty (except in rare instances), personal loyalty has never been stronger. Baby boomers were taught early in their careers to never make enemies because one never knew where that person might end up – client, boss or colleague. This is a lesson many Millennials don’t seem to have fully grasped. And, they wonder why they encounter such strong resentment from their more experienced associates.