Excellent!! You have passed all the tests, assessments, interviews and reference checks. You have been patient enough to remain in the process for several weeks, even months… And there it is: the offer letter is in your hand.
Now is the time to sit down, take a deep breath and make up your mind. Will you accept or resign?
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Many studies are showing up these days on the internet (mostly regarding France, wonder why?), proving that the best tools for recruitment, both for candidates and recruiters, are ‘classic’ job-boards and ads, even spontaneous (but recommended) applications… They point out that tools like Linkedin are less useful.
It would be indeed stupid not to look at ads nor post your cv on dedicated websites if you want to change/find jobs. Let us just not forget that a job search is much more than that. This is too passive: some of us might do that forever and not get any results!
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People who want to change jobs or find a new one today know they have to take a pro-active approach: answering job ads is not enough, recruitment companies work on too few positions…
So everyone is networking now, contacting other people who they think can recruit them or lead them to those who would.
But that is not a walk in the park.
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The changes in the recruitment market will do us good, right?
I usually make a point of writing positive papers; I also have to be a realist…
All data in this article are an average of what I have been able to find on both the Polish and French markets, because for once both behave in a similar manner.
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The good days are back: my colleagues in Europe tell me since a few months recruitments have been again rising. You see it by the number of ads, or when companies explain their 2014 strategies.
With this trend back, I witness, once more, bad recruitment practices and wrong candidates attitudes. Those who read me are candidates or employers. Here is my message to you: please do not do this…
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I wanted to title this post: ‘why it is a (very) bad idea to accept your company’s counter-offer…’
I finally decided to try writing without prejudices a paper on people who hand out their resignation to their employers after having accepted to join another and are suddenly facing a refusal as they managers come to them with an attractive promotion.
What should they do? And why?
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It was not your fault. It came as a shock. It is somewhat a betrayal… One day you were working in your company, had been for quite some time in fact; and the next you are out.
When companies ‘kick people out’, the employees who are the victims of these moves often suffer from a storm of feelings… and must keep these to themselves during interviews.
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Everything has gone according to the plan: you met your future boss and all stakeholders of your targeted company. The meetings went well because you were prepared: you proved you could bring them value, you have noticed during the discussions they were interested in you and you gently nudged them in projecting themselves in a future with you in it.
That’s the past. What can you do afterwards so they finally cross the bridge and offer you the job?
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Now that you have been noticed by the people you wanted, the real work is just starting… You have to make them think they would be better off if you would work by their side.
Here’s how to help them go from “hm… he/she is interesting…” to “How can I make them join my team?” ?
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So you want to meet people in charge in other companies, because you would like to change jobs or find your a new one in their organization?
Whether you think you know how to do it, or you don’t have a clue, please take a little time to read the following.
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