The Job Offer Negotiation and Acceptance
By this point, you and your Recruiter have a strong understanding of your needs and requirements, and the Recruiter is prepared to act as a liaison in the negotiation process. With the interview process under way, the potential employer may offer a position at any time. Your Recruiter also has insight to the Company’s expectations and limitations. The job offer and acceptance should be closely coordinated with the Recruiter to avoid misunderstandings and to clarify issues, while assisting you in evaluating the offer.
What’s most important is that all parties involved in the negotiation demonstrate their willingness to discuss issues openly and come to an agreement. It’s rare that Companies come to the table to “lowball” a potential new employee. The risks are too great. And playing hardball can often leave you “out in the cold”. Remember that your Recruiter and the Pedley-Richard Management Team has carefully evaluated each Client Company before agreeing to work with them. We’re good at what we do. And we only work with the best.
The Job Offer may be extended in many ways. Organizations and even individual managers will have varying styles and it’s up to you and your Recruiter to evaluate the offer. Generally, larger organizations will have well-defined processes in place. Salaries and compensation packages are often based on extensive evaluations of compensation and position classifications and there may be little room for negotiation on specific aspects of compensation. Smaller or less stratified organizations may have more leeway, but may also have limits on actual compensation, advancement opportunity, or other criteria.
Although a Company may have limitations on a specific component of the total compensation package, other items may be a negotiating point. Components to consider might be location, stock options, bonus, vacation, relocation benefits, spousal or partner benefits, medical and lifestyle benefits, hiring bonuses, or potential for advancement. Your Recruiter is a professional regarding compensation issues, and often can bring to light an agreement that’s beneficial to both you and the organization–perhaps involving options you’d never considered.
Job offer negotiations are often viewed with apprehension, anxiety and fear. It’s helpful to view the offer/acceptance process as a continuation of the interview. Remember that you, your Recruiter and the potential employer have invested significant time and resources to get to this point, and it should not be taken lightly.
At this often stressful and decisive moment a hiring manager or executive team will be cued in to how you function under stress, your interpersonal skills, your critical thinking abilities, your ethics, etc. The potential employer may also have insight to your plans on departing your current position keep in mind that all these factors may play a role in how the employer or management team perceives you and therefore your skills and abilities. NEVER use the job offer process to estimate your market value or to garner a better salary or other compensation from your current employer; it’s bad career management, and some bridges burned are never rebuilt.
In some instances current employers may attempt to retain the employee through the counter-offering with a seemingly attractive package. Occasionally it might be appropriate to consider the counter offer. In most instances accepting the counter offer from your current employer will lead to a variety of problems in the workplace. The most important thing to consider, or re-consider, is the reasons that led you to seek other opportunities. Counter offers are usually financially based–in other words your current organization may view you as having been “bought”, may question your continued loyalty, and may actually be buying time to find your replacement. Obviously, choosing to stay may be very risky. Remember that leaving your current position in a professional and ethical manner is as important as accepting the new position in the same fashion.