July 15th, 2015

Should I Accept The Offer of Employment?

So, you’ve survived the gauntlet of interviews, applications, and here comes the Offer of Employment! CONGRATULATIONS!
                                               
​If it is presented verbally, BEWARE! Will it be followed by a written Offer? If yes, then express your excitement about getting started and tackling the issues that you will face. If no, then expect some surprises such as potentially unsatisfactory health and dental benefits, the “start” date and their associated costs; only one, or two weeks’ vacation; expenses reimbursed quarterly while your charge card bills you monthly; no mention of the bonus structure that quickly passed during the interview, and the list goes on. For me, if it’s not in writing, it’s not real, but you’ll feel the pressure to accept immediately when face-to-face with your future boss. If a third-party recruiter is involved, they will highly suggest your immediate acceptance since it speeds the 20% - 30% commission check to them.

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Generally speaking, solid companies that have a Human Resources Department will want to have an Offer of Employment in writing to eliminate, or minimize confusion. Just because you may live in one of the 25 “right to work” states whereby either party can terminate employment with, or without cause, and with, or without notice (along with Union requirements) does not eliminate the need for a written Offer to ensure both parties are completely in agreement with all terms and conditions.

That said, more than 90% of the Offers that my clients send to me are too low in salary and could have other “perks” included – ergo, the counter-Offer. Numbers and percentages vary when researching how many Americans accept the initial Offer; 51% is probably a low percentage. Accepting that low Offer has a domino effect as time moves on since raises, possible bonuses, possible stock options, etc. are based, normally, upon one’s salary. Start low, stay low. Another dent in your armor is that if you do not research and prepare a reasonable, well-worded counter-Offer, what sort of signal are you sending when your new job probably requires you to negotiate on behalf of the new company and you don’t negotiate at all, or negotiate poorly?

Thanks to the Internet, there are several websites whereby one can research compensation based upon Job Title, Industry, and Zip Code. These sites will show the salary range and mid-point along with any bonus potential for that position. I know of many companies that have not completed salary comparisons to remain competitive for years! Now is your chance to do their work for them (and for you).

Isn’t a counter-Offer somewhat combative…argumentative? No! It’s the time to show due diligence, negotiating and writing skills. “If you don’t ask, you don’t get!” It would be great if a candidate completed this research prior to the interviewing process, but normally that is forgotten. No DM (hiring decision-maker) truly expects an immediate answer whether the Offer be verbal, or in writing although they would enjoy that experience. I find that email is the best way to do this. Have the Offer emailed to you and then conduct the research. Who knows – the Offer might be off the charts…it happens, but rarely.

When preparing the counter-Offer I use the “Inverse Oreo Cookie Method.” No, you cannot Google it, but an Oreo is hard, soft, and hard. My counter-Offer is soft, hard, and soft. Send it to your future boss since his/her department carries the budget for the position and Human Resources, or a recruiter does not. Perhaps I’ll prepare one for another Blog?

I’m certain this has raised other questions that cannot be addressed in this short venue, but never attempt to negotiate in person – always ask for a day, or so to review. Research, and, when necessary, prepare a great counter-Offer. More than 90% of mine are accepted as written; a small percentage reduced; an even smaller percentage declined, but NEVER has the original Offer been rescinded! Good luck out there!