After a successful first or second interview, you may receive a job offer.
Assuming your feelings are positive and you welcome the offer and their interest, we will help determine whether their offer is in line with your expectations.
We will have previously agreed on your market value so we will help you assess the details of their offer, including salary, holiday and associated benefits. Once you have this information, we would ask you to think about the role so that any decision you make is a firm one. We will not persuade you to take an offer, as we would much prefer you to decide of your own volition. Similarly, we will manage the client for you so that we can provide you with confirmation of their commitment to you solely.
This process creates strength and commitment on both sides.
If you accept the offer, we ask the client to provide written confirmation of the offer, and from there ask you to provide written acceptance of the offer.
Your Hayden Marsh consultant will liaise with you throughout this process.
Counter Offers
Having accepted a new job offer, you will resign on an agreed date. At this point, your current employer may counter offer, making you an offer to stay.
Part of your consultation with your Hayden Marsh consultant will have covered the notion of a counter offer. Usually, people leave companies for reasons of salary package or job satisfaction or lack of progression/opportunities.
Your current company can usually only affect one of these elements with immediacy: salary package. If your counter offer looks interesting to you, talk to your Hayden Marsh consultant and we can address your concerns.
Remember that a counter offer is something that has been offered in response to your resignation. Whilst you might expect to be viewed differently regardless of whether you accept a counter offer, we advise you to be courteous and thankful of their offer. Remember local industries are small in the figurative sense, so whilst counter offers rarely achieve the fundamental changes you might be looking for, it is always better to maintain as good a working relationship as possible when declining them.
Similarly, it is better not to use interviews with other employers to achieve counter offers. In using this tactic, you can burn bridges with local employers whilst undermining your long terms position at your current employer. The veritable double whammy.
Starting Date
We will help you agree a suitable start date with your new employer. We will already have established from you your notice period and any holiday you have owing or booked.
One month is the accepted contractual notice period in permanent roles.
If you want to negotiate a shorter notice period outside of your contractual terms, remember that you don't want to burn bridges unnecessarily and your current employer should expect at least a month to recruit for your position.
The Future
Salary Appraisals
Remember to agree salary appraisals at the beginning of your new contract. This provides you with a good opportunity to match your job responsibilities to your achievements, which in turn allows you to make a case for an increase in salary (unless otherwise agreed). Remember not to apply too much pressure, or demand. Negotiate by agreement, highlighting any areas where you feel you truly deserve further remuneration which may have been overlooked by you employer.
Promotion
Register your interest in being promoted as part of your salary or performance appraisals. Don't be afraid to discuss your ambitions and try to use a charming but direct approach.
