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How to Properly Deal with the Counteroffer

August 31st, 2015

Dealing with a counteroffer can be one of the most challenging parts of the recruiting process for a job seeker, which is something of a paradox. You’ve been looking for a job, and now more than one company wants to work with you. It should be cause for celebration, but often it just produces stress and anxiety. After all, you want to make sure you pick the right company, but it’s not always easy to choose. If you find yourself in this situation, use these strategies.

Determine What You Really Want

Ultimately, your objective is to find the right position for your long-term personal and professional goals. So what features would help you get to where you want to be in your career? Are you looking for more money, more advancement potential, more interesting work, or more flexible scheduling options? It’s unlikely that any one job can offer you all of these, so pick your priorities and examine each offer in those terms.

Don’t Start a Bidding War

It can be tempting to try and play both sides against each other to get more money, better benefits, or a more esteemed job title. In practice, however, this is always a bad idea. It takes a fair amount of cunning and strategizing, and if you overplay your hand, you might end up losing both offers. That being said, if you have multiple offers on the table, you should make that known to each of the hiring managers you’re working with.

Understand the Consequences

If you already have a job and another company is trying to lure you away with a counteroffer, there can be serious consequences if you accept a promotion or raise and agree to stay where you are. You may have gotten more, but now your employer will always question your loyalty and may begin to push you to the margins of the company, whether consciously or unconsciously. A seemingly rosy situation can quickly turn into a workplace nightmare.

Remain Professional and Gracious

Any time a counteroffer gets thrown out, there will end up being a winner and a loser in the end. Make sure you don’t gloat or disrespect the company you end up turning down. That kind of behavior is petty and unprofessional, and there is no reason for you to burn bridges. If they were eager to recruit you now they may be eager to recruit you in the future.

If your goal is to make the smartest possible choices for your career, rely on the recruiting experts at The Concorde Group.

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Why Teach Current Employees New Skills?

April 16th, 2015

young-men-learning-computer-skills

Employee training is a time and labor-intensive process that can have a number of attendant costs. For that reason, it’s tempting to put new hires through an initial training process but leave everyone else on your workforce to go about business as usual. After all, it they’re getting their work done, why do they need more training?

As pervasive as this attitude is, it’s almost always a shortsighted and incorrect one. The simple fact is that prioritizing ongoing, strategic training with your existing workforce has significant benefits that serve the aims of your business for years to come. Learn about a few, and decide if it’s time to rethink the way you handle training.

Increase Employee Loyalty and Morale

There is a common fear that if employers train their workforce in new skills, then employees will simply leverage those skills to find a better position elsewhere. However, this cynical attitude rarely reflects the realities of the workplace. In fact, employees that receive more training tend to be more loyal to their employers because they feel valued and respected by the companies they work for. This strategy creates a feeling of shared objectives that has a powerful effect on productivity, efficiency, and morale enterprise wide.

Introduce Flexibility into Your Workforce

Hiring managers across industries are struggling to close skills gaps within their ranks and find qualified candidates to fill in their vacancies. The obvious but often overlooked solution is to cross-train your employees. Not only does your workforce become more dynamic and innovative when your team members aren’t confined to discreet roles, but your projects don’t have to grind to a halt when someone leaves. Another employee with overlapping skills can pick up the slack until you find a qualified replacement. This strategy also makes it easier to promote from within, enabling you to refocus recruitment efforts on easy-to-fill entry-level positions.

Work with a Broader Pool of Talent

Recruiters typically look for a candidate who ticks every box on the job description. That ends up disqualifying a lot of talented applicants simply because they don’t posses every single one of the required skills at the time of application. Organizations that prioritize training and professional development are able to be more creatively selective because they know they can mold promising talent into the professionals they require. This expedites the recruitment process while enhancing the overall quality of the workforce.

Building dynamic teams is a complicated process, and ongoing training is only part of the strategy. Find resources to help you meet your other recruitment and retention challenges by working with The Concorde Group.

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